Many people attempting to move the dial on culture within their organisation are used to that feeling of feeling shut down, disregarded, or even ignored if change isn’t happening quickly enough.
Sometimes we don’t get told ‘no’ when we try to embed new practice into processes and ways of working, but all the actions we experience point to one thing; there’s clearly resistance to change.
Resistance to change is when there is insufficient adoption of new processes or ways of doing things. This can be intentional, or indirect, and can come from individuals or whole functions or groups across your organisation.
Resistance to change isn’t always born from an unwillingness to act. There can be a number of reasons that prevent people from adopting change initiatives.
The good news is, once you learn to identify different types of resistance, there are ways that you can overcome them.
In this webinar Clarissa J. DiSantis (Durham University), shared advice and strategies for overcoming resistance to change. Having authored and edited two books on tackling gender based violence, this session leans on advice taken from her second book. Clarissa delves into why we encounter resistance, crucially how to identify it, and how you can practically onboard stakeholders on to your change initiatives.
