Pain Comes from Resistance to Change: The Ways to Embrace Change

Pain Comes from Resistance to Change: The Ways to Embrace Change
Duration: 60 Minutes
Module 1Module 1
Recorded on: 2022-08-11
Unit 1Presentation Materials: Pain Comes from Resistance to Change
Unit 2Transcript: Pain Comes from Resistance to Change
Unit 3Workbook: Pain Comes from Resistance to Change
Unit 4Recording: Pain Comes from Resistance to Change

Change isn’t always easy especially when it isn’t something that we internally decide upon and instead brought about by external forces. Change, however, is also inevitable and something that we must learn to accept and embrace eventually. This session explores common barriers to change and strategies to overcome our resistance to it.

Leading the discussion is Dr. Jackalyn Rainosek, a master strategist and the CEO and co-founder of DTP Leadership Group, an organization that assists individuals and organizations towards success through emotional intelligence and leadership skills that bring about change.

Specifics of the webinar are about:

  • The importance of viewing change as a process and not just one event.
  • How resistance to change brings pain and reflecting on how we managed recent societal changes.
  • The value in providing information and context to the change should it happen in a team or community setting to appease the people who may be impacted by it.
  • Managing situations that occur in our lives better by identifying feelings we have surrounding these.
  • The inevitability of change in life, the different levels of impact changes have on people, and the various skills that help navigate these.
  • Kurt Lewin’s Change Management Model: A three-step guideline to accepting change.
  • How some people tend to get stuck, resist, and have negative feelings about change and how doing so stifles creativity and prevents solutions.
  • A glimpse into the different types of people in a workplace as it relates to how they react to change and how to help them overcome resistance.
  • The four blocks to change
    • The tendency to think that it is management’s responsibility to reduce the pain related to the change instead of adjusting and being accountable for one’s own response.
    • Defiance and refusal to change which keep them trapped in the problem instead of thinking of solutions.
    • Determining one’s own pace of adjusting to change with the belief that the change is imposed upon them bereft of choice.
    • Inability to abandon the expendable by being caught up to the old ways of doing things instead of focusing on what is the right thing to do.
  • Examples were provided on how these blocks tend to manifest in employees, and what supervisors and colleagues can do to help others move through the changes with minimal resistance.
  • How the process of working through our feelings facilitates our ability to better deal with change.
  • The four-part clearing process to work through our emotions and how it impacts how we show up to the world, perform in our jobs, and navigate changes.
  • How clearing allows us to gain better awareness and understanding of our feelings, pause and prioritize our decisions and actions, and allows us to be centered and present within ourselves.

Points raised during the Q&A are about:

  • The process of clearing and what it looks like.
  • How to deal with cliques that tend to exclude others as an outsider and as a clique member.
  • A strategy to get leaders to listen to people’s voices.
  • Useful resources on change and managing it.
  • How those in the ranks can facilitate change that leaders may seem resistant about.

 

 

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Resources and Handouts

 

Audience Comments

  • “That there is an actual logical procedure to change. It is more than just hoping that it takes place, or doing what you think you need to do. If you follow this procedure and implement the steps that it calls for towards the change that you want to make, your change will take place.” — Gabbi
  • “The most valuable thing I learned from this webinar is how different employees might react to change, and how to handle each situation. I agree that one should be allowed to voice their opinion on the agenda of change, but also important for everyone to be on board to move forward.” — Julie
  • “Very informative. would love to have more from this trainer. I really like the feeling circle handout. I will get a lot of use out of it.” — Christy
  • “I enjoyed the questions at the end they were very helpful and went more in-depth with the topic.” — Madyson
  • “Dr. Rainosec was an excellent speaker: very knowledgeable, and her talk was well-paced and meaty. That was 1:15 well spent. If she has other content or a deeper dive into more of her blocks, please consider having her back. Thank you for this and for all that you do to provide excellent programming.” — Victoria
  • “Practical and real ways to identify challenges to coping with change, and how to navigate those challenges.” — Teri
  • “My entire organization could have benefited from this webinar.” — Regina
  • “I identified with so much of what the speaker was saying. It was a great topic.” — Marilyn
  • “This was a wonderful presentation, I am really looking forward to more information on this topic. Our agency is going through a lot of changes at one time and I feel that this information will be very useful.” — Dawnette
  • “Enjoyed the presenter. Information was perfectly presented. Like that it offered a lot of tangible strategies. Appreciate the added resources (i.e. books, websites, etc.)” — Kelly
  • “I really appreciate the feeling circle and list of feelings because sometimes, I can’t always put my finger on just how I’m feeling about something.” — Laura
  • “The best way to solve problems is to be open to solving them instead of resisting them — Caleb
  • She was honest, forthright, and addressed the elephants that are in the room and this is real-time great information for any person at any level in any organization! Great selection of a speaker that you selected!!!!!!!!!!!!!!Impressive!” — Cris

 

 

Additional Resources
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