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Creating a culture open to change

Carole Switzer | March 6, 2018

Resistance to change is part of the human condition. Some say it’s human nature. Others reject this description, noting that we regularly accept change when we perceive it as being in our own best interest. Either way, extreme resistance to change in a corporate setting usually reflects weaknesses in the corporate culture.

Torben Rick, a leading blogger on leadership topics, defines eight common beliefs that lead people to resist change:

  1. There isn’t any real need for the change
  2. The change is going to make it harder for them to meet their needs
  3. The risks seem to outweigh the benefits
  4. They don’t think they have the ability to make the change
  5. The change process is being handled improperly
  6. The change is inconsistent with their values
  7. They don’t trust those responsible for the change
  8. They believe the change will fail

Jeanenne LaMarsh, an expert in change management, believes that resistance...

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