Christopher Avery

The Responsibility Process guy, reformed management consultant, author of books on personal and shared leadership, instigator.

practice-icon

Practice overview

chevron
practice-icon

Accept Change or Tolerate: Apply Accepting Behaviors

You will encounter individuals tolerating changes at all levels of an organization and within teams. Use this coaching guide to determine where tolerance of and resistance to changes exists as well as when individuals accept change and operate from a Power Cycle and Responsibility mindset.

tag Change
tag Change Management
tag Responsibility
tag Responsibility Process

Steps

1

Observe tolerating behaviors

As a coach, observe for the following tolerating behaviors:

  • Anger and frustration towards change agents
  • Non- or delayed compliance with communication efforts or new processes
  • Continued (bad) habits
  • Lack of communication
  • Avoidance and passive aggressive emails
  • Missed deadlines
  • Diminished ROI and results
2

Watch for tolerating language

Listen to cues that show tolerating language, such as:

  • “We’re required to do it that way now.”
  • “I don’t care, just tell me what and how to do it.”
  • “Is this the flavor of the month/year?”
  • “You’re changing the rules.”
  • “The old way worked fine for me...”
3

Encourage accepting behaviors

Motivate team members toward acceptance through:

  • Engagement with and commitment to peers, teams, and organizaDons
  • Focus on continuous improvement of new and old processes
  • Effective, meaningful communication
  • Excitement to set goals and objectives
  • Increased collaborationand cross-functional work
  • Improved results
4

Share accepting language

Share examples of how the team can use accepting langauge:

  • “Let’s work together on that.”
  • “I want to try something new.”
  • “What’s getting in the way of success for you/our team?”
  • “Let’s change the rules.”
  • “The old way isn’t working for us anymore.”
5

Explain the difference

The behaviors under “Tolerating” are triggered by limiting, unresourceful emotions. To Accept Change, we want to remove those emotions (think: below the line!) from our decision making and problem solving. Utilize the concepts of the Power Cycle. Also, ensure that you are using and modeling the behaviors and language under “Accepting.”