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|Leading People through the Change|
Years of experience in
implementing changes for improvements have taught us that what is perceived to
be "Resistance to Change” stems, in most of the cases, from disagreement with
the initiator of the change. We have also learned that the disagreement is structured
There are potential six layers of resistance to change:
Disagreement on what the problem is
Fear that the solution will result in negative consequences (risks)
The above Five layers can be addressed logically by using the TOC Thinking Process (TP).
6. Say "Yes” and do nothing
The six layer demands Leadership and people skills to draft people to support and contribute to the successful implementation of the solution.
Written and donated for use by Oded Cohen and Jelena Fedurko.