Change Implementation Techniques for Laying a Foundation for New Ways

Technique 1.71 Some Reasons for Resistance to Change

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Tick the appropriate column and add any necessary comments, such as it is the same at all levels of organisation/community

Aspect of Resistance to Change

Yes

Maybe

No

Comments

1. Is the purpose of the change clear?





2. Are the implementers involved in the planning?





3. Is the appeal for change based on personal reasons?





4. Are the habit patterns of the work group being acknowledged?





5. Is communication on the change effective?





6. Is there a secure climate in which failure is acceptable?





7. Is everyone coping with the work volume?





8. Is there a clear incentive to adopt the change?





9. Is the status quo satisfactory to most?





10. Does the change initiator have respect & trust?





11. Does everyone understand the intended result of this change?





12. Does everyone feel secure (physically, emotionally & psychologically)?





13. Are people generally feeling comfortable with the unknown?





14. Is it possible to identify a particular group who feels it has most to lose?





15. Does any one group feel threatened by the change?





16. Is the rationale for the change and the desired output form the change process adequately understood?





17. Are some skills being made less relevant// obsolete by the change?





18. Is a significant cultural change not required?





19. Does the change involve extra work?





20. Do the people affected by the change process feel that it is their change process?





21. Are the rewards adequate for the effort required to achieve the change output?





22. Has this change not surprised you?





23. Do you trust management to manage this transition effectively?





The more "no" answers, the more there is resistance to change

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