Pacific Coast Society of Orthodontists Bulletin Winter 2021 - 58

Presentation Summary

Administrative

Your Resistance Is Showing: Hands-on
Approaches to Change
Dr. Leah Rogowski
PCSO Bulletin Contributor

Presented by Mary Rickert Lord at the PCSO/RMSO/
MSO/SWSO Annual Session, Oct. 2, 2020
Change is difficult and uncomfortable. This is
true not only in the current pandemic situation
but also in our daily lives and at work. Change is
inevitable and necessary. However, resistance to
change is often out of our awareness. Change
can trigger the fear center, shutting down any
opportunity for advancement.

Ms. Mary Rickert Lord
ROG Orthodontics

Internal changes happen within the organization. People resist change for numerous reasons.
The most common fear is loss of their job. When
change occurs within an organization, people are
often afraid they may not be needed anymore. In
addition, for someone who is comfortable in their
position, change could mean loss of competence,
loss of support, and lack of trust. Employees are
often not motivated to try a change because they
don't recognize the benefit or reward for changing.
Resistance to change presents in different ways.
Loss of morale and poor attitudes are the most
apparent environmental change. Resistance may
accompany an emotional response or a rational response. Employees' resistance to change
manifests in different forms, but ultimately the
behavior distracts from the ultimate goal of the
practice.

58	

Resistance is a natural part of change; however,
as providers, there are ways we can minimize
resistance to change. First and foremost, clear,
timely communication can negate some resistance to change. Change must add value to the
team, and this value must be understood by the
team. Involving the team members whom the
change will directly affect will aid in the team's
emotional recruitment and help to gain perspective. Creating a psychological safe place with
two-way communication will establish stability. Progress should be tracked and employees
allowed to provide feedback. Positive feedback
allows for short-term wins and long-term gains.
Mary Rickert Lord provided an example of how
she implemented teams when changing the company's core values. The teams were diverse and
represented different areas of the company with
different perspectives. Ideas were brainstormed
and presented. Retrospective analysis was
performed, establishing what worked and what
was not working. This helped to create areas of
improvement and inclusion within the groups.
Team-building events helped to continue to build
relationships throughout the change period.
Change is necessary within organizations but is
often met with resistance. It is our responsibility
to understand this opposition and find ways to
combat it.

PCSO Bulletin    Winter 2021



Pacific Coast Society of Orthodontists Bulletin Winter 2021

Table of Contents for the Digital Edition of Pacific Coast Society of Orthodontists Bulletin Winter 2021

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