[Paleopsych] Re: Robust scientific dialog
W. David Schwaderer
Schwaderer_Lists at comcast.net
Mon Feb 21 15:34:56 UTC 2005
These are fascinating references. I look forward to reading them.
=> I have many more - I have studied resistance to change for about eight years now...any thoughts you have on why people are resistant to change I would enjoy hearing. Group solidarity is certainly one reason.
One piece I didn't mention is the key is the CEO, the leader of the group. ...
=> Yep, the designated leader can be critical. It's even better if you get the leader to introduce you around early on. It sends a very clear message.....which may or may not be vetoed by subordinates.
Since change is too often seen as a threat ...
1. Find exceptions and talk about them. ..
2. We make the change seem positive and exciting.
=> Very interesting. But you need to establish excitement on a very broad scale all at once since old behavior patterns are very resilient.....and peer-group exposure can erase any interest.....person by person.
I also have the idea that people have four stages of change, based on Solution-focused therapy (deShazer) and on Prochaska's work on change. My four stages are:
- Bystander / Visitor
I have a handout on that if you would like to see more. Anyway, the theory here that a colleague and I have been working on is that organizations go through the same four stages. I have a talk on that on audiotape I can send you if you'd like, where I apply the four stages to organizational change.
=> I would love to see/hear these materials and understand them in entirity. There is an expression which I cannot remember = "There is no such thing as an innocent bystander,....." I can't remember the other two...
=> Please do not post my address: David Schwaderer, 13165 Paseo Presada, Saratoga, CA 95070 <=
Thanks for all considerations,
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