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Response Styles
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1 Derailing
Derailing Change Response Style
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
Blocking Change Response Style
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
Tentative Change Response Style
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
Engaged Change Response Style
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
Reckless Change Response Style
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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