Principles of Dealing with Resistance

Claes, C., Ferket, N., Vandevelde, S., Verlet, D., & DeMaeyer, J. (2017). Disability policy evaluation: Combining logic models and systems thinking. Intellectual and Developmental Disabilities, 55(4) 247–257. Hu, Q., Kapucu, N., & O’Byrne, L. (2014). Strategic planning for community-based small nonprofit organizations: Implementation, benefits, and challenges. Journal of Applied Management and Entrepreneurship, 19(1), 83–101. Weber, M., Backer, T. E., Orton, K., Barnes, G., Jenkins, W., & Crecy, C. (2015). Implementing strategic communications planning in a large federal agency. The Innovation Journal, 20(3), 1–14. Learning Components In the article by Weber (2015), there is a statement about the importance of engaging those who will be impacted by change in the process of implementing change. The article further relates that initial efforts to foster change in the organization’s strategic planning process were unsuccessful in part because of lack of engagement. Resistance to change and lack of trust are common experiences when an organization or community engages in change efforts.  In your initial post, discuss the principles for dealing with opposition or resistance in change efforts for the Riverbend City Strategic Planning Committee, as described in the media piece in the Studies for this unit. Is resistance a normal part of the process? Can it be used in the effort to promote change? How? Discuss the resistance presented by one of the members of the Riverbend City Strategic Planning Committee and critique the response or method of addressing the resistance that was used by the group leader.