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
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Aspect of Resistance to Change |
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Comments |
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1. Is the purpose of the change clear? |
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2. Are the implementers involved in the planning? |
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3. Is the appeal for change based on personal reasons? |
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4. Are the habit patterns of the work group being acknowledged? |
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5. Is communication on the change effective? |
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6. Is there a secure climate in which failure is acceptable? |
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7. Is everyone coping with the work volume? |
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8. Is there a clear incentive to adopt the change? |
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9. Is the status quo satisfactory to most? |
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10. Does the change initiator have respect & trust? |
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11. Does everyone understand the intended result of this change? |
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12. Does everyone feel secure (physically, emotionally & psychologically)? |
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13. Are people generally feeling comfortable with the unknown? |
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14. Is it possible to identify a particular group who feels it has most to lose? |
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15. Does any one group feel threatened by the change? |
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16. Is the rationale for the change and the desired output form the change process adequately understood? |
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17. Are some skills being made less relevant// obsolete by the change? |
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18. Is a significant cultural change not required? |
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19. Does the change involve extra work? |
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20. Do the people affected by the change process feel that it is their change process? |
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21. Are the rewards adequate for the effort required to achieve the change output? |
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22. Has this change not surprised you? |
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23. Do you trust management to manage this transition effectively? |
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