The Change Reaction identifies typical responses to organizational change and helps to better understand the three typical change reactions. Use it to assess employees for skills like:

• Determine one’s typical response to change: resistant, neutral, or supportive
• Explore the behaviors that characterize the three responses to change
• Identify action steps one can take to embrace and foster change

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Organizational change happens all the time. When change happens, people respond in very distinct ways – whether they are aware of it or not. Understanding your reactions to change is the first step in dealing with it.

An excellent starting point, Change Reaction is an effective learning tool for understanding your team’s different personal reactions to change. The 24-item instrument helps individuals learn about their typical response to improve – and identify ways to manage change effectively.

How It Works

Change Reaction was designed to help individuals identify their typical response to organizational change and to better understand the three typical change reactions. Once this happens, participants will know how to deal with them. After all, it’s vital to remember how others:

• Tend to have a natural tendency to move toward or support change
• Are noncommittal and typically move away from change
• Can typically move against change by resisting it and creating resistance to change in others

Awareness of one’s reactions to change is the first step in dealing with any organizational change. Once an individual is aware of his or her typical reactions to change, he or she may then make a conscious effort to use functional behaviors that help him or her adapt to it. Change Reaction helps individuals become aware of their typical reaction to organizational change and identify ways to manage it effectively.

Uses and Applications

Change Reaction works well as a stand-alone instrument as well as an effective component in any change management program. 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 behavior, and to improve organizational support systems.

As an organization 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

Learning Outcomes

By the end of this workshop, participants will hold the knowledge to:

• Determine one’s typical response to change: resistant, neutral, or supportive
• Explore the behaviors that characterize the three responses to change
• Identify action steps one can take to embrace and foster change

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