- Determine one’s typical response to change: Resistant, Neutral, or Supportive
- Explore the behaviours that characterise the three responses to change
- Identify action steps one can take to embrace and foster change.
Research indicates that organisations are in a continuous state of change and that some type of resistance is inevitable. No matter what type of reaction a person has, there is always motion in response to change:
- Some people have a natural tendency to move toward or support change
- Others are noncommittal and typically move away from change
- Still others typically move against change by resisting it and creating resistance to change in others
How It Works
Using a pressure-sensitive form, individuals respond to 24 statements that describe different approaches to handling organisational change. After scoring is complete, participants chart their results by applying their data to the Change Reaction Profile. Sample profiles and interpretations of all possible reactions and combinations of reactions provide further insight.
What to order: You will need 1 Paper or Online assessment per participant. For maximum benefit, purchase 1 Facilitator Guide per trainer.
Uses for Change Reaction
Change Reaction works well as a stand-alone instrument as well as an effective component in any change management programme.
As a management training instrument, Change Reaction may be used to present the important aspects of change theory. In addition, it can be used to raise individual consciousness about people's responses to change, to plan more effective behaviour, and to improve organisational support systems.
As an organisation development diagnostic tool, Change Reaction has multiple uses, including:
- Surveying norms regarding change
- Generating 'force field' analyses of the forces impacting the change process
- Forming the basis for an educational intervention that will provide employees with information about themselves, change, and effects on the system as a whole.
To identify personal response to organisational change
Individuals at any level
HRDQ Research & Development Team