A large group is resisting a proposed change. How do you manage interpersonal conflicts effectively?
When a large group resists a proposed change, managing interpersonal conflicts effectively becomes crucial. Here's how you can foster a smoother transition:
What strategies have worked for you in managing group resistance?
A large group is resisting a proposed change. How do you manage interpersonal conflicts effectively?
When a large group resists a proposed change, managing interpersonal conflicts effectively becomes crucial. Here's how you can foster a smoother transition:
What strategies have worked for you in managing group resistance?
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Resistance to change has its roots often in bad experiences that should not repeat itself as well as fears how the change could affect oneself negatively. If we focus in an open dialogue too early on solutions, we often miss out the roots, conflicts and emotional attachements that actually create the resistance. Therefore, a facilitation of a space where these aspects can be voiced is crucial to the success of the change. The rule is: There is no change happening, if the people do not feel accountable for their individual contribution.
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