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Last updated on 2024年8月1日

You're facing resistance to change in a large group discussion. How can you effectively address it?

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When you're steering a large group discussion towards change, resistance is almost a given. It's a natural human reaction to the unknown or to shifts that might upend the status quo. But don't let that deter you. As a skilled facilitator, you have the tools to turn resistance into constructive dialogue, ensuring that every voice is heard and that the group moves forward together. It's about understanding the concerns, facilitating open communication, and guiding the group through the transition with empathy and strategic insight.

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1 Acknowledge Concerns

To effectively address resistance in a large group, start by acknowledging the concerns being raised. Validation doesn't mean agreement, but it does show that you're listening and that you take the group's feelings seriously. This can help lower defenses and create a more open atmosphere for discussion. Be genuine in your responses and encourage others to express their thoughts and feelings on the matter. This initial step is crucial in building trust and setting the stage for productive dialogue.

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Ann Van Eron

Founder and CEO of Potentials, Organization Development Consultant, Executive Coach, Open-Minded Conversations Facilitator and Trainer, Best-selling Author, Writer, Speaker
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The importance and power of giving empathy needs to be emphasized. It is essential to work to understand the emotional response of people and to show that you care and appreciate their experience. People often refrain from empathy when they don't agree or are too focused on a result. Listening to and validating emotions and reactions is worth the time and energy. Be sure to allow space for people to receive your empathy.

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Sherif El Tahan

L&D Leadership & Management Consultant/ Project Manager / Community & Culture Builder/ Sports Mental Coach/ Certified Life & Happiness Coach/ Senior Freelance Trainer & Believer in Human Potentials
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Empathy is the keyword in such situation. Try to get their points and listen to what they say and what they don't. Genuinely care to understand before being understood.

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2 Foster Dialogue

Encouraging open dialogue is key to overcoming resistance. Create a safe space where participants feel comfortable sharing their views without fear of judgment or reprisal. Use open-ended questions to facilitate discussion and ensure that everyone has the opportunity to speak. This approach helps unearth underlying concerns and allows the group to explore the change from multiple perspectives. Dialogue fosters understanding and can lead to a collective exploration of solutions.

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Patti Johnson

Energizing people leader with experience and education in training and leadership development, fierce advocate for inclusivity and accessibility
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I have been studying the differences between discussion and dialogue and learned some great tips to help me stay in productive dialogue. One especially poignant step: add “Tell a Story” into the typical “See-Feel-Act” construct of Cognitive Behavioral Therapy. The new construct, shared in “Crucial Conversations” is See-Tell Yourself a Story-Feel-Act. This allows time/space to identify any bias which shows up between See and Feel. Let me know if you are able to use this!

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Sherif El Tahan

L&D Leadership & Management Consultant/ Project Manager / Community & Culture Builder/ Sports Mental Coach/ Certified Life & Happiness Coach/ Senior Freelance Trainer & Believer in Human Potentials
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Ask about their opinions and ideas. Never share your own decision beforehand. This means you already decide.Make sure to give all participants the sufficient time and focus.

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Simona Costea

Life forming coach
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The most common type of resistance is lack of understanding of what is the change, why the change is necessary, what are the benefits of the change.Hence addressing this area through dialogue can help reduce anxiety and resistance

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Lester Hirst

Academic Coordinator, Ph.D. Program at Bakke Graduate University
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I would table the topic and deal with the resistance one on one then resume the discussion later. Too many times we allow a few dissenters to have a voice that is unwarranted.

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3 Highlight Benefits

When discussing change, it's important to highlight the benefits clearly and concisely. People often resist change because they focus on what they might lose rather than gain. By articulating the positive outcomes, you can shift the focus to the potential improvements the change might bring. Be realistic and avoid overselling; credibility is key. If the group can envision a better future, they're more likely to get on board.

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4 Address Misconceptions

Misconceptions can fuel resistance, so it's critical to address any misinformation or misunderstandings promptly. Clarify the goals and processes behind the change, and dispel myths that may be causing undue concern. This requires a balance of patience and assertiveness to ensure that the facts are clear without dismissing people's emotions. A well-informed group is better positioned to make constructive contributions to the discussion.

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5 Empower Participants

Empowerment is a powerful tool in overcoming resistance. When group members feel they have a say in the change process, their engagement and ownership increase. Involve them in decision-making where possible, and consider their feedback seriously. This not only improves the change initiative but also builds a sense of agency among participants, making them more likely to support the final decisions.

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6 Plan Together

Finally, planning together can help mitigate resistance by involving the group in shaping the path forward. Collaborative planning fosters a sense of shared responsibility and commitment. Encourage the group to contribute ideas on how best to implement the change, and work together to develop a plan that addresses concerns while moving towards the desired outcome. A collective approach to planning can turn skeptics into allies.

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Rita Ahvenniemi
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You could ask those who don’t want the change, what the old strategy gave them and how it facilitated work. Then ask what the new strategy would give and how it possibly would facilitate work. The next question is how we could still keep some of the benefits, but in another way, if we took on the changes. For example, if the old way gave us a feeling of confidence, from what other issue could we get confidence when changing strategy. A kind of chunking up to a higher level, where all needs are met.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You're facing resistance to change in a large group discussion. How can you effectively address it?

1

2

3

4

5

6

7

1 Acknowledge Concerns

2 Foster Dialogue

3 Highlight Benefits

4 Address Misconceptions

5 Empower Participants

6 Plan Together

7 Here’s what else to consider

Large Group Facilitation

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You're facing resistance to change in a large group discussion. How can you effectively address it?

1

2

3

4

5

6

7

1 Acknowledge Concerns

2 Foster Dialogue

3 Highlight Benefits

4 Address Misconceptions

5 Empower Participants

6 Plan Together

7 Here’s what else to consider

Large Group Facilitation

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感谢您的反馈

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