Vana Prewitt wrote:
> What Bill and Hal have contributed to this discussion get back to my
> original thoughts on the issue. Some people will resist. Yet others rush
> pell mell into the fury and the storm of change. We truly have no say
> over the tendency of an individual to pursue or flee from participation in
> becoming part of an LO.
>
> Where our options exist are around the issues of HOW we manage those who
> resist and those who embrace the LO philosophy / values / models. This
> discussion has taken many interesting turns and contributed many
> worthwhile ideas, which I appreciate. It appears that we migrate to a LO
> by realizing there will be both elements to manage, and a need to motivate
> those "on the fence" to move forward.
>
> Strategies for handling resistence, in particular, will be helpful.
just a few reflections on this thread:
"ESTJs are so in tune with the established, time-honored institutions and
way of behaving within those institutions that they cannot understand
those who might wish to abandon or radically change those institutions."
ESTJs comprise about 13% of the population.
"ISTJs . . . are the guardians of time-honored institutions . . . they
experience great uneasiness by thoughts of a bankrupt nation, state,
institution or family." ISTJs comprise about 6% of the population.
"ESFJs are the great nurturers of established institutions such as the
home, the school, the church and civic groups. . . . They respect and
obey the rules and regulations, are duty- and service-oriented. They are
loyal to their bosses." ESFJs comprise about 13% of the population.
"ISFJs carry a sense of history, a sense of continuity, with past events
and relationships. Traditions and conservation of resources are valued
highly. [They] are superdependable and seldom are happy working in
situations where rules are constantly changing." ISFJs comprise 6% of the
population.
These four personality types make up about 38% of the population. As a
group (which is, of course, untrue for certain specific individuals in the
group), they are resistant to change. As changers, looking for acceptance
to change, our strategies need to include a process that recognizes and
addresses their values and beliefs. I've no particular strategies, yet,
but I do know where much of the resistance comes from.
(quotes are from David Keirsey/Marilyn Bates "Please Understand Me.")
-- Richard C. "Doc" Holloway Thresholds--Human Development and Networking for Learning Organizations Visit my website at <http://www.thresholds.com/> Please note my new e-mail address--<mailto:learnshops@thresholds.com>" In the beginning the Universe was created. This has made a lot of people very angry and been widely regarded as a bad move."
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>