We live in an economy of ideas. The only way for a company to stay current is to build a capacity of change. Building that capacity means having the ability to think different. Machine-like thought patterns block change initiatives. Organization leaders and managers must be change agents encouraging other change agents throughout the organization.

Leading change calls for openness, reciprocity, agility, flexibility of thought, listening, a willingness to be influenced by other people and even a kind of vulnerability. Change agents are emotionally intelligent. They understand that relationships, teamwork and trust are essential to leading successful change initiatives. They also respect and understand how to work with resistance to change.
 
According to Fortune magazine, 50 to 65% of all restructuring and quality initiatives fail due to resistance from managers, employees, suppliers and customers. Learning to transform resistance leads to achieving positive outcomes while building lasting relationships. Resistance refers to any attempt to oppose, hold back, slow things down, block efforts to bring about change, or maintain the status quo. Resistance can be direct or indirect; overt or covert; verbal or physical. Resistance takes on many forms and occurs at multiple levels of the system.
 
Pat Battle & Associates can help you see that resistance is a natural companion to change and essential to any change initiative. Understanding and appreciating resistance can greatly increase the rate of speed, success, and the acceptance of change strategies.