Resistance Management

Correct Answer: ADKAR - Awareness, Desire, Knowledge, Ability, and Reinforcement model

ADKAR is the most appropriate strategic framework for analyzing stakeholder resistance in change management because: It specifically addresses the human aspects of change resistance by tracking: - Awareness of why change is needed - Desire to support the change - Knowledge of how to change - Ability to implement required skills - Reinforcement to sustain the change Other frameworks are less suitable because: SMART is a goal-setting framework, not specifically designed for resistance analysis. PESTLE examines external environmental factors affecting an organization, rather than individual stakeholder resistance. SWOT is a general strategic analysis tool that evaluates internal and external factors but lacks the specific focus on individual resistance patterns and behavioral change elements needed for resistance management.

Correct Answer: Provide training and support, and demonstrate how it will make their work easier.

The best approach while dealing with resistance to something new, such as new project management software, is providing training and support and showing how this change will simplify their work. This answer is the most appropriate as it respects the team members and allows them to understand and adjust to the new software comfortably. As for the other answers, insisting they should figure it out on their own is not good management, as it lacks support and direction. Berating them for their lack of adaptability is not productive or respectful and it can damage team morale and motivation. Threatening to replace them also fails to provide assistance or understanding and creates a negative work environment.

Correct Answer: The perceived impact on their established work patterns and routines

The perceived impact on stakeholders' established work patterns and routines is the key factor in determining resistance strength to change. This is because people naturally form comfort zones with their existing processes and workflows. When stakeholders believe a change will significantly disrupt their familiar routines, they are more likely to resist strongly. This personal impact creates emotional responses and concerns about job security, competency, and daily work life. The other options are less crucial factors: Historical success rates may influence stakeholder attitudes but aren't the primary driver of resistance. While the number of stakeholders and their positions can affect change implementation, it doesn't necessarily correlate with resistance strength. Cost and resource allocation, though important for project planning, typically don't drive individual stakeholder resistance as strongly as personal impact does.