In the realm of change management, understanding and managing resistance is as crucial as the change itself. While theories can guide us, experiencing these dynamics firsthand can offer deeper insights. This blog post introduces a simple, interactive activity that illustrates how resistance escalates with increased change. It’s a powerful exercise for anyone leading a team or managing organizational change.
Description of the Change and Resistance Activity
This activity is straightforward but revealing. Here’s how to set it up and execute it:
Setting Up
Materials and Preparation
There are no additional materials required. This activity can be performed without any further preparation. However, ensure that the participants are in a safe area and feel comfortable to go through this activity. A closed workshop room might be a suitable occasion.
Once you arrive at your preferred location, gather participants and pair them up, having each pair stand facing each other in a line. Ensure there is enough space for them to turn around without seeing their partner.
Performing the activity
Round 1
Instruct the group to each participant observe their partner, taking in as many details as possible. On your cue, they turn around to change one small thing about their appearance (e.g., removing a watch, or shifting a hair clip). They then face each other again, and each partner must identify the change. This round is usually met with laughter and curiosity.
Rounds 2-4
The activity progresses with increasing challenges:
- Round 2: Change three items.
- Round 3: Change six items.
- Round 4: Attempt to change ten items.
- Round X: This game can be played as long as the participants continue. However, usually the number of 10 changes is not exceeded.
With each round, observe how the mood shifts from amusement to frustration or resistance, particularly in the final round.
Observations to Make
As the facilitator, watch for changes in participants’ body language and engagement levels. Note any signs of frustration, hesitation, or comments like “This is silly” or “I can’t do this.” These reactions are goldmines for the debrief session.
Debrief Discussion
Post-activity, lead a discussion to unpack the experience. Ask participants:
- How did it feel to make and identify changes during each round?
- When did you start feeling resistant, and why?
- What does this exercise reveal about handling change in real-world scenarios?
Draw parallels between the activity and real organizational changes, emphasizing how resistance can grow with the scale and pace of change. Highlight the similarities between the task and actual modifications within an organization, focusing on how opposition can intensify as the magnitude and speed of change increase.
Key Takeaways
This activity demonstrates several key points:
- Scalability of Resistance: Small changes are easily managed, but larger shifts can lead to significant resistance.
- Emotional Impact: Resistance often stems from feeling overwhelmed or losing control.
- Strategic Change Management: Gradual changes or involving team members in the process may reduce resistance.
Application in Real Settings
Consider using this exercise in team meetings or leadership training to highlight and address the nuances of change management. It can be adapted for virtual settings using digital tools to simulate changes.
The debrief session is an opportunity to gain valuable insights from these reactions. Use this time to discuss and analyze the experience with participants. Encourage them to draw connections between the activity and real-life organizational changes, emphasizing how resistance can escalate as the scale and pace of change increase. This activity showcases several important points that can be taken away from it. Consider incorporating this exercise into team meetings or leadership training sessions to shed light on and address the intricacies of change management. It can also be adapted for virtual settings, utilizing digital tools to simulate changes.
Conclusion
Interactive learning activities like this not only break the monotony of PowerPoint presentations but also provide impactful insights into the psychological aspects of change management. They foster empathy and understanding, crucial for any leader managing change.
Call to Action
Have you tried this activity or a similar exercise? Share your experiences in the comments below or suggest other effective methods for illustrating change management concepts. We’d love to hear from you!
