I am now going to turn my attention to the benefits. Yes, the benefits that can come from change resistance. This is a little bit different way of viewing resistance than might be more normal. First, let's flip the viewpoint and embrace it, instead of working to overcome it, what can we do to understand it? Because resistance is some feedback on not only the change objective, but the process that's been employed. So, you may not know as much as you think you do, because the true reasons for the resistance may be hidden, deeper.

So what we need to focus on then is what are we hearing? And what behaviors are we observing and what can we learn from both practices also, that you are employing may be contributing to the problem. This goes back to your leadership style and your management processes that you put in place. How are you contributing to the change resistance, if you can learn from the resistance, you can improve your own activities. So let's use it. Let's use resistance to your advantage.

Let's understand and focus on the needs that are identified of what's driving the resistance. There's also the common ground that we can find to get people on board and move them from resistance into the compliance into the commitment phases. We also must respect resistors and not further alienate them from the change position. We need them to occupy Also, don't take resistance personally, it's often not personal. And in many cases, they may be acting in what they see as the best interest of the organization and see the change from different point of view than you do. So, benefiting from resistance.

First, let's clarify the problems that are really understanding the change objective. Are you overlooking something? And are they trying to provide alternatives to the objective? That would really be just as good again, what can you alter around the edges that will accomplish what you're really trying to solve? without really deviating unnecessarily? Also, let's identify the problems with the change process.

You put together the change process with a small team most likely. Do you have flawed communication strategy? Is your message on target? Is your message aligned with other messages that people in the organization are hearing? And are you using all mediums that are available to you? A lot of times resistance is identifying something that is flawed in the communication.

They lack the context with which to understand the change objective and the process being employed. And let's avoid groupthink, a small leadership team often has a feedback within that bubble that is somewhat resistant itself to outside points of view. So the resistance can be used explicitly. To avoid that self talk that often occurs within small groups. And resistance does imply some engagement. Think about this.

If someone is actively resisting, they are telling you something. The worst case is the passive resistance that you don't know about until the sabotage and damage has been done. So embrace active resistance. Learn from it, because it's better than the alternative of passive resistance. Resistance. What can you learn from it?