PCN 520 Grand Canyon Week 6 Discussion 1 Latest July 2016

What form of resistive behavior (or difficult behavior displayed by a group member) would you find most problematic in one of your groups? Why? How might you work in a therapeutic way with such a member’s behavior?

ADDITIONAL INFORMATION 

Resistive behaviors in a group

Introduction

I’ve been working with a group of people who are trying to improve their process. The change they want to make is pretty simple: They want everyone in their organization to be on the same page when it comes to how they do things. So there are no more “he said, she said” moments where one person’s idea is different than another’s, and no confusion about who’s supposed to do what. My job as facilitator has been pretty straightforward so far—I’ve just helped them define where they’re at right now, let them know what else needs work before we get there (and who needs help), then set up some rules around these behaviors so they can feel safe doing things differently from now on.

Define the group’s problem.

You can start by defining the group’s problem. This may seem obvious, but it’s important that you do this in order to frame your intervention.

The first step is to describe what exactly is being resisted or avoided: “I’m avoiding talking about my feelings because I’m afraid of being judged.”

Explain to your group what you mean by this problem statement and how they might be able to apply it back home. For example, if someone mentions feeling unappreciated at work but doesn’t actually know what they’re doing wrong (they don’t have much experience), explain that there are many reasons why people might not feel appreciated at their job—some of them are personal preferences while others could be related specifically towards management style or project progress.

Let others in the group identify resistive behavior.

• Let others in the group identify their own resistive behaviors.

• Let others in the group identify their own resistive behaviors. It’s a good way to start the change management process because it shows that you are receptive to feedback and willing to do what it takes for everyone to succeed.

Assign a person to each resistive behavior identified by the group.

• The person assigned to the resistive behavior should be the person who is most comfortable with the issue. This may be a good listener, or someone who understands and appreciates the perspective of their peers.

• The person assigned to this role must also be able to explain their position clearly and concisely.

Have each person explain his or her perspective on why they are not accepting the change.

• Don’t interrupt.

• Don’t judge.

• Be patient and empathetic, but don’t argue with them either.

• Try not to try to change their mind or convince them to accept the change (although you can offer your own perspective).

Let the person assigned to that resistive behavior respond.

You can’t expect your team members to change their resistive behaviors without first letting them know that you’ve noticed. After all, if they’ve been doing the same thing for years, chances are they don’t even know they’re doing it!

Letting the person assigned to that resistive behavior respond is key. They’ll be more likely to listen if you ask them directly and explain why you’d like them to change their behavior instead of just making suggestions without giving them a chance at defending themselves first.

If possible, ask someone else on your team who’s not involved in this specific situation (or perhaps another part of your company) what steps could be taken next so as not only prevent further resistance but also improve morale within the group overall.

Let the other members of the group react to each person’s response.

The most important thing to do when you are in a group is to listen. It’s easy to get caught up in your own idea and forget that there might be other people who disagree with it.

• Pay attention to what other people say, not just what they do. If someone says “I don’t agree with this,” ask them why they don’t agree, rather than assuming their opinion is wrong or invalidating all of their thoughts as “just being biased.”

• Explain why you feel differently from the group’s view point; if necessary, try again later if necessary!

Providing resistance is important in any change management process

Resistive behavior is a normal part of change. It happens when people are not ready, or feel that they are not being heard. When this occurs, resistive behavior can be a sign that people may need some extra time to adjust to the new way things are being done in your organization.

When you see resistive behavior during a change management process:

• Take note and try to understand why it’s happening so that you can address any underlying issues before moving forward with your plan

• Don’t get frustrated by this type of behavior—it will pass!

Conclusion

We hope that this article has given you some ideas on how to handle resistive behavior in your group. The most important thing is to recognize it, identify the cause, and be open to understanding each person’s perspective.

Collepals.com Plagiarism Free Papers

Are you looking for custom essay writing service or even dissertation writing services? Just request for our write my paper service, and we'll match you with the best essay writer in your subject! With an exceptional team of professional academic experts in a wide range of subjects, we can guarantee you an unrivaled quality of custom-written papers.

Get ZERO PLAGIARISM, HUMAN WRITTEN ESSAYS

Why Hire Collepals.com writers to do your paper?

Quality- We are experienced and have access to ample research materials.

We write plagiarism Free Content

Confidential- We never share or sell your personal information to third parties.

Support-Chat with us today! We are always waiting to answer all your questions.