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Response Styles |
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1 Derailing |
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When a feeling of panic and a reactive behavioral style
converge, a person may actively work to derail or disrupt change efforts in an
organization. |
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2 Blocking |
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When change efforts cause a feeling of fear and a general
tendency to be resistant, a person may exhibit a blocking style. Such blocking does not
necessarily derail the change effort, but neither does it allow the effort to proceed
smoothly. |
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3 Tentative |
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A tentative style can be the result of a feeling of
uncertainty combined with a cautious behavioral approach when dealing with the demands of
change. While this style does not actively oppose change initiatives, neither does it
embrace them. |
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4 Engaged |
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A person who engages change efforts feels energized by the
possibilities of change and tends to proactively move toward it. In general, an engaging
style is the most effective in dealing with change and is essential to leading a change
effort. |
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5 Reckless |
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It is possible for a person to be so excited by the
possibilities of change that instead of effectively leading, they simply create problems.
They may push too hard, be insensitive in leading others forward or fail to create enough
space for others so that change can root and unfold. |
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| © COPYRIGHT 2000 PERCEPT GROUP, INC. |
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