What are Maurer’s 3 Levels of Change Resistance, and what are best practices, tools and online templates for teams and organizations?
Definition of Maurer’s 3 Levels of Change Resistance
Change Management expert Rick Maurer has outlined the three levels of change resistance in organizations and how to work through them in order for successful change to occur. Resistance is usually a reaction to the way a change effort is being led. If you can find the root cause of the resistance, you can usually overcome it.
Description of Maurer’s 3 levels of Change Resistance
Maurer says that in order to overcome resistance, you have to know the cause of it. Very often, the resistor does not see it as resisting the change, he or she sees it as job survival. He identifies 3 Levels of Resistance:
Level 1 – I don’t get it
Level 1 requires information in the form of facts, figures, and ideas. It is where presentations and documents provide stability and support. In order to overcome resistance in this level, it is important to make sure people know why change is necessary. Make sure the change is presented in ways that the audience can understand, using a variety of methods such as visuals, audio, or through one-on-one conversations. People absorb information differently so it is important to present it in a way everyone is comfortable with.
Level 2 – I don’t like it
Level 2 is an emotional reaction to the change. In many cases, it triggers an adrenaline rush and a fight or flight response that makes it difficult for people to listen and instead kicks them into survival mode. This level is about removing as much fear as possible so that people can react with less emotion. It is also about creating excitement for the change and reassurance that nothing bad is going to happen to them. Because people support what they create, getting them involved in the change is also important. Lastly, if the change could result in something bad, such as layoffs, it is important to be honest about that rather than let the rumor mill take over.
Level 3 – I don’t like you
This level of resistance is usually deeply entrenched and has to do with dislike or distrust of the people presenting the change. It usually occurs not because people dislike the idea, but rather because they dislike you or other leaders. At this point it is important to mend damaged relationships and try to rebuild trust and assurance that has been lost along the way. Spending time with, and reassuring those who feel you have been wronged will go a long way to rebuilding trust and creating the excitement needed for people to embrace the change you are trying to make.
Tools & Templates
Maurer’s Change Resistance Model is often managed and communicated using presentations, spreadsheets, and other strategic documents.
upBOARD's Online Change Resistance Tools & Templates
Unlike most traditional Change Resistance processes, upBOARD’s online Maurer’s 3 Levels of Change Resistance tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.
Learn more about upBOARD’s portfolio of other change management best practice tools and templates, including:
AIM Accelerated Implementation Methodology, Beckhard & Harris Change Process, Boston Consulting Group Change Delta, Brainstorming, Bridges’ Leading Transition Model, Burning Platform, Case for Change, Change Fatigue, Change Management Curve, Change Management Impact Analysis, Change Management Maturity Model, Change Management Levers, Change Management Plan, Change Management Roadmap, Change Proposal, Change Readiness Assessment, Change Resistance Management Plan, Change Risk Assessment, Change Success Metrics, Communications Planning, Core Values, Deming Change Cycle, EASIER Change Management, Employee Engagement Plan, Feedback Capture Grid, Focus Groups, Geert Hofstede’s 6 Dimensions of Culture, GE Change Acceleration Process, Go-Live Planning, Head, Heart and Hands Model, Kotter’s 8-Step Change Model, Kubler Ross Change Curve, Lewin’s Change Management Model, Maurer’s 3 Levels of Resistance, Nudge Change Model, People Centered Implementation, Performance Support, Process Mapping, Sponsor Roadmap, Stakeholder Analysis, Stakeholder Interviews, Switch Change Framework, User Acceptance Testing, VRIO Framework and What’s In It For Me (WIIFMs).