How to Deal with Resistance to Change | Heather Stagl | TEDxGeorgiaStateU

She didn't even cover the strategies ?!?!

Good talk but you never answered the question

She sounds like a robot reading from a transcript. It was hard to listen to her

Inspiring speech. Resistance should be treated as something to be uncovered, whether in organisation life or in private life. Sometimes slowing things down is a way of maintaining control of the situation.

Thank you for your talk! I've been struggling for many years about resistance and have a better understanding on how to better understand resistance. This talk is a great tool! Thanks Heather!

Pulling the rug is the only thing I have ever seen that works effectively.

Thank you for presenting your perspective on the fundamental attribution error. I learned the importance of discovering the underlying reasons why people are resisting change instead of making a fundamental attribution error.

Why does this have so many dislikes I found it very very interesting

Why don't you answer the question? You have no added value. blah blah blah

For those who have posted the negative comments. There is no checklist to remove resistance or hot sauce as she mentions. It would be worth your valuable time completing some research and learning about where this information fits within the process of MoC. There are a number of different MoC models where this information from Heather is invaluable when making change.

It is about transforming from one state to another which is transformational.

She never got to her point.

This was nothing short of a vent session about how she cant ever gat anyone to change....

The typical personality of a woman like this is micromanaging bullying, and more often than not the insecurity and fragile ego of the "change manager" can have devastating effects to an organization. Too much power, in the hands of emotional/insecure managers, can amount to damage to both the employee and company....Ask me how I know. This is passive-aggresive psychological manipulation boiled down to a system....You are playing with minds and SHOULD have at least a doctorate degree in psychoanalytics, and permission of the victim, before practicing such greed based voodoo.

Instructive sessions.

People are often resistant to change because they are stuck in their way of doing things. One of the most important things that organizations need to change is systemic racism in organizations.

Complete and utter dribble, wasted my time watching this! Doesn't get round to the point of actually addressing the issue, pointless talk.

Thank you for getting on the court and giving a TED talk! My take away is that one needs to get into the world of the individual resisting change to understand if it's a fear, or looking good thing for them. I would enjoy seeing a part two where the strategies are discussed in more depth.

I liked the talk. I see what she was saying too in terms of handling it: expect it, don't personalize it (to you or to them) and investigate what is beneath it.

AWESOME! thank you for the video, very clear and very nice setting.

Great insights but where is the SOLUTION? So I've figured out why they resist change, then how do I overcome it?

really great speech.... everyone is looking for the magic sauce or silver bullet and there isn't one, emotive connections are based on individuals ... there are frameworks you can apply to create building blocks that deal with emotive resistance but you will need hybrid versions for each scenario. Individuals are unique, not machines. Most of the below comments illustrate just how big the problem really is.

You're busy pushing this boulder up a hill, what would happen if you let it roll down or even pushed it down? couldn't you then just walk up?

Change in the workplace can be frustrating but I agree with what was said. When trying to implement change, don't take it personally when people don't buy into it right away. I've coached many of my clients through change and always love seeing the outcome when they overcome resistance. Cheers!

Dealing with resistance is a lifelong journey for humans, I believe.

Brilliant. Reading some of the comments I have to wonder; were you listening? Watch again and see if you catch it the second time through.

Changes are part of our life so we have to overcome resistance to stay on track by getting direction and working on what we want to achieve.

It was quite clear - resistance is a symptom of an underlying concern, and prior to implementing change the reason for the resistance must be uncovered. For some, it may not have been "the latest" or "new" in terms of information, but certainly there is value to what was said. Look first at our own interpretation, not make it personal, and critically analyze the reason why there is resistance. It's one piece - not all - but, again, valuable.

I think one solution could be praising each incremental progress that an employee does. I think people need instant appreciation like we use to do to a baby who is trying to stand on his feet for the first time. Mobile games also use it by congratulating the player every minute.

Super unhelpful

How do we deal with resistance: do your job or you'r fired, do I made miself clear?

The title is wrong.
The right title would be "The Art of Me Still Blaming Others"

So how do we DEAL with resistance???????

You can hear how nervous she is during this talk and it's giving me anxiety lol

Reistance to Change is an obsolete way of looking at people's reaction to change. It's underlying assumption is that the change is right and the people affected are wrong. Approach change is this way automatically results in opposition and absence of buyin. Where is the real engagement here. Is the leader leading or forcing change

She never addresses the topic!! How to DEAL with resistance is the topic.....I gave up 9 minutes in.

That was a long talk for a little tiny piece of advice. Maybe a better title would have been "Understanding Resistance to Change", no methods for Dealing with it.

Talked, talked, talked and did not say anything new.

Too obvious for a TedX talk.