Do people hate change? 

Do people resist (or hate) change?

Your immediate answer might be yes – but let’s examine this belief more deeply.

• If you won a large sum of money, would you resist collecting your prize?
• If you had a great idea at work and it was implemented, would you resist seeing your vision come to fruition?
• If you lost weight, would you resist a slimmer waist line?

The answer is likely no (or HECK NO) yet these are all examples of change.

As leadership coaches and consultants everyone who comes to us is seeking change of some kind. So, what change if any do people resist?

People only resist change they feel they have no say in.

If you believe the cliché – people resist change – you assume there will be resistance; this belief sets up the change to fail. If you authentically include people in the proposed change from the beginning not only are they far more likely to embrace the change, but you might be surprised to find that the change is even more powerful than you could have imagined.

There is a principle of Appreciative Inquiry that states that “the experience of wholeness, of understanding the whole story, brings out the best in people.”

Human beings thrive when they feel a part of something and can see their role in the big picture. Including people in the process of change every step of the way allows them to see how they fit in and more importantly, how they can make a difference with the change.

When you operate from the viewpoint of inclusion and give up having to control it all (or do it all yourself); you create an opening for people to contribute their ideas thereby making the change even more powerful. You will be amazed and inspired at what becomes possible so much so that you might be surprised to find yourself one day saying, “Wow, look how willing people are to change!!!”