There are two main categories of organizational

change.

Other Cultural
Until we do cultural changes we will have little
genuine organizational change.
In science, resistance is a force opposing
another force.
There are 4 key types of resisters to change
(1/5).

Keep providing excuses as to why

they can’t implement the change

Agree with the change but

procrastinate

Avoid change agent(s), do not take

any action and wait to blame the
change agent(s)

Take the change and run with it in

a different direction
There are 4 key types of resisters to change
(2/5).
Keep providing excuses as to why they can’t
implement the change
Agree with the change but procrastinate
Avoid change agent(s) , do not take any
action and wait to blame the change
agent(s)
Take the change and run with it in a
different direction
There are 4 key types of resisters to change
(3/5).
Keep providing excuses as to why they can’t
implement the change
Agree with the change but procrastinate
Avoid change agent(s) , do not take any
action and wait to blame the change
agent(s)
Take the change and run with it in a
different direction
There are 4 key types of resisters to change
(4/5).
Keep providing excuses as to why they can’t
implement the change
Agree with the change but procrastinate
Avoid change agent(s) , do not take any
action and wait to blame the change
agent(s)
Take the change and run with it in a
different direction
There are 4 key types of resisters to change
(5/5).
Keep providing excuses as to why they can’t
implement the change
Agree with the change but procrastinate
Avoid change agent(s) , do not take any
action and wait to blame the change
agent(s)
Take the change and run with it in a
different direction
Many managers try to overcome resistance to
change.

By merely overcoming
resistance to change
managers are treating the
syndromes and not the root
cause(s) of peoples’
behaviors and attitudes
towards change.
Managers should uncover the reasons behind
resistance and not simply overcome syndromes.

Below are some reasons behind peoples’ resistance to change:

 Fear of change.
 They are scared of the transition not the idea.
 They wonder where they would fit.
 They are not provided with enough support to make the
change.
 The change has a major impact on their lives.
 They don’t have what it takes.
 They were not involved in change efforts.
In the end, a reminder that no change endeavor
is successful without a good leader.
There are particular means to leading a positive
change.

Be there

Speak up

Indicate the vision

Team up

Don’t give up
In-class exercise. 30

Use the below quadrant to determine a specific and real change endeavor in
an entity of your choice (keep the name confidential).

Keep Chuck

Change Add