People don’t resist change. They resist being changed.
—Peter Senge
Helping people to embrace and enact change by increasing dissatisfaction with the status quo, increasing the vision about the desired outcome, and using planned steps and celebrating accomplishment of key milestones during the process are necessary, but the desired change will not be as impactful, beneficial, or long-lasting if people are ultimately opposed to the change itself. Therefore, attention to key issues that block or detract from change is necessary.1 With knowledge of why people typically resist change, these factors can be avoided, or at least minimized, during any change initiative. As such, understanding the reasons behind people’s ...
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