Heifetz, Grashow, & Linsky suggest that most people do not resist to change per se. Instead, people resist loss. Change, however, must innevitably result in some loss. Certain parts of the organizational DNA must be discarded if the organization is to thrive under new conditions.
It is the role of the leader to acknowledge and support loss and pain. Loss occurs naturally as the organization evolves and adapts.
- Further, leaders must recognize and address innevitable resistance patterns to pain and loss.
It's True! Heifetz, Grashow, & Linsky observe that "no one gives back a winning lottery ticket" (p. 22). Remember that people may be naturally drawn to avoid pain and protect their interests and needs. People are unlikely to resist change that benefits them - but are likely to avoid change that may discard them or put them in jeopardy!
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