Whatever the reason/s behind the resistance, the best way to deal with it is to understand where it’s coming from. If you really want to lead people through it, that is.
To begin, you need to be aware of the A. Emotions, B. Needs & C. Drivers of the people you’d like to inspire.
Like Dr. Chidiac, I share the hope that ROG “supports OD practitioners in their continued quest for emergent and relational approaches as a way of ethically addressing the growing complexity and uncertainty of organizational life”.
It definitely supports and guides me in my work.
In the spirit of Gestalt, don’t take my word for it. Try it out for yourself. Make your own experience.
…it’s unfair and even dangerous to ask or expect people to act happy when they don’t feel like it, I do believe that it’s important for companies to value the physical and emotional well-being of their workforce.
Furthermore, I believe it’s more important for them to act on what they see and hear from their employees. That is, if they really want to improve it.
Therefore, I welcome the mindfulness and yoga incentives…ones without unrealistic expectations attached.
Provide me with free coffee in the office and I’ll be more alert. But don’t expect a testimonial of gratitude for it. Offer yoga class on Wednesday nights, but don’t monitor my attendance.
FUN FACTOR. “…as psychological researchers discover more about how the human brain works, we’re gaining insights into exactly how to crank up the enjoyment factor…” - Laura Vanderkam, Fast Company. "THE SCIENTIFICALLY PROVEN WAY TO HAVE THE BEST VAC ...
Change comes about as a result of accepting what is, rather than a striving to be different (Beisser 1970). This was the key idea I presented in the LinkedIn Pulse article, "3 Powerful Steps to Embrace the Change Paradox". For any team leader or man ...
