In general, people can be motivated by fear, by fear to change.
But this is a problem, because change is implemented by people.
So, its important to seek their support and encourage visions and behaviors
and attitudes that bring commitment to change.
We need to have everybody on the same page
and to help us to rule the boat.
Once again, this can be difficult,
just because typical people problems
associated with change management include high levels of stress
and resistance to change.
This can be summarized as follows.
People want to remain in their comfort zones.
But why? Is there really a comfort zone?
Or it is something that we perceive?
Well, to some degree, this is somehow a myth.
When you step out of your comfort zone, you are reaching other zones
or areas that can be comfort zones.
Not everybody is always comfortable just in his or her "comfort zone".
Think, for example, of an athlete.
They need to progress and to improve their skills.
They are always in what we can define as a focus zone.
Also, there is not necessarily a discomfort zone,
simply an area that we do not know yet, but we rather don't want to know
because we are ok in ours.
So, we can say that there are other zones.
And the leader's job is to make people comfortable looking for new zones
or areas where that people can feel comfortable later.
But at the same time, the leader makes them more inspired, creative
to make them advance.
So, we know now that there is a comfort zone.
And that people will oppose or resist to being taken out of it.
But, what is resistance or resistance to change
or change resistance?
We can define resistance to change
as the actions taken by individuals and groups when they perceive
a change that is occurring as a threat to them.
Resistance may take many forms, including active or passive,
overt or covert,
individual or organized, aggressive or timid.
But there are two main forms of resistance.
First, we can speak of individual change resistance
which is the refusal of a social agent,
let's say a single person or maybe an organization,
a corporation, department, whatever,
to fully support or adopt new behaviors.
Second, we have the systemic change resistance
which is the tendency of a system as a whole
to reject an attempt to change, even if that change is prompted
over a long period by a substantial fraction of the population.
So, whenever people face a change, they will try to resist to that change.
What solutions do you think we can apply?