In This Chapter
- change distribution model
- stress and worry about change
- your worry log index exercise
How well do you believe this statement describes how most people feel about organizational change? “I’m all for change as long as it doesn’t affect me!” Accurate, don’t you think? It’s a well-demonstrated dynamic of the human condition that we will do almost anything to avoid facing difficult, stressful, or fearful situations. The following graphic demonstrates how those individuals on the front line facing change (the change intended group as identified in chapter 2) react to organizational change.
Figure 4.1. Change Intended’s Reaction to Change
Change Distribution Model
In the model above, ...