Dealing with resistance in organizational change

Common symptoms of resistance in change processes are dissatisfaction, scepticism or even open complaints about these changes. You have to take these symptoms seriously and work with people to see what you can do and give them guidance. It’s about being able to give them a framework. What is already defined in this change? Where is there room for manoeuvre? Where can they be effective? Where can they contribute their ideas?

Because ultimately, this is how you can transform the negative energy of change, the energy of resistance, into positive energy so that everyone can be effective again and the change can move forward.