Tool: How to deal with people resistant to change


There are 5 practical activities included in this tool and basically everyone can benefit from it: entrepreneurs, freelancers, managers, employees, parents, etc. This tool is structured in 3 big parts and you’ll get access to all the provided exercises at the end of every part. The exercises you’ll find inside this tool are the following:

  • 1st Exercise: Changing red flags into green flags
  • 2nd Exercise: The importance of environment
  • 3rd Exercise: The importance of concrete results
  • 4th Exercise: Create a slightly different route
  • 5th Exercise: Communicate the change

Files format: Editable PDF

This tool will help you

1. Focus on people and understand why and when we need a change.
2. Understand the importance of environment, leadership, and concrete results for change.
3. Learn how to help others understand the change they’re going through.
4. Discover how to use the results of those open to change to motivate those resistant to change.

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A change never happens in a comfort zone. But there are people who know how to create the feeling of comfort around their change and then there are people resistant to change.

When it comes to people open to change, they:

  • Admit they want or need to change;
  • Know what to do to make the change happen;
  • Don’t really need external help but are open to having an extra helping hand.

When it comes to people resistant to change, they:

  • May never admit they need a change;
  • Don’t really know what to do to make the change happen;
  • Need external help from the environment and their leader.

If you are part of a team or organization and you work with people, the people who are resistant to change are the last who are going to change. To do that, they need to have a great leader, they need to have the proper environment, and they need to see that others are going through a great change as the result of having a great leader and the proper environment.

Otherwise, if things aren’t impressive, you’ll find that the comfort zone is more than welcomed by those who are resistant to change.

We are all guided by the feeling of comfort but what you should understand is that people resistant to change are more guided by the feeling of discomfort.

Imagine the feeling of comfort as a green flag and the feeling of discomfort as a red flag. When people are open to change, they see the green flag as clear as it can be seen and the red flag is not as strong as it should be. With people resistant to change it’s exactly the opposite – they see the red flag as clear as it can be seen and the green flag is not as strong as it should be.

People open to change are capable of taking that green flag from their daily routine and move it (they carry it themselves) somewhere they’ve never been before, even if there’s a red flag around. People resistant to change don’t even want to hear about moving the green flag. Instead, they focus on the red flag and they throw it (they don’t carry it themselves) to all the places where they don’t want to go.

The constant change demanded by our society doesn’t benefit people resistant to change

We’re living in a society where adapting to change is vital.

For a second, let’s imagine life 30 to 50 years ago. You were born in a city where you never had the chance to move out. In that city, you would finish your studies (if any), get a job, and do the same thing until you were 65 years old and then retire.

On the other hand, if you look at the present moment, you can change the city whenever you want, you don’t even have to finish your studies or you can focus on two colleges at a time, and you will have at least three different jobs until you retire.

We’re living in a world where there are unlimited options regarding the skills we can learn and because of that, there are unlimited times in which the world we’re living in will change. To that change we have to adapt.

If you don’t adapt, you die.

Not literally, but if you don’t change and you don’t learn the skills demanded by the world we’re living in, you’ll be left behind. Being behind means struggling to live life as it is, in a fast-paced environment.

For example, let’s say you are a manager and suddenly you can’t hold meetings at your office. If you can’t adapt and learn how to use a digital tool (or more) to keep managing your team outside the office, there’s a chance you may lose your job.

In fact, this is one of the negative sides of things like COVID-19. And because things like these can suddenly turn the world upside-down, it’s your responsibility to learn how to adapt. Even more, if you’re working with people, it’s your responsibility to learn how to deal with people who don’t want to change so you won’t lose your team.

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Tool Content

• Why Is It Hard To Make a Change?
• Green Flags and Red Flags When Dealing With Change

• The Importance of Environment For Change
• The Importance of Leadership For Change
• The Importance of Concrete Results For Change

• Help People Resistant to Change Follow a Slightly Different Route
• The Impact of Change on The Core Things


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