Do you find yourself dealing with employees who are resistant to change, and apathetic, negative or distrustful of anything new? Interestingly enough, despite the fact that negative change is often unpredictable, people’s reactions to it tend to follow a classic four-step model. In this article I walk through a specific example to illustrate the model AND offer you two key things you should be aware of in order to ease the process.
What have been your experiences? Do you have approaches you use that you can share with your fellow blog readers? Do tell.