Sample interview questions: Can you describe a time when you had to deal with resistance to change from learners or stakeholders? How did you handle it?
Sample answer:
Identifying Resistance
To effectively address resistance to change, it’s crucial to identify its source. Resistance can stem from:
- Fear of the unknown or losing control
- Lack of understanding or trust
- Perceived negative impact on workload or personal goals
- Difficulty breaking from established practices
Handling Resistance
1. Communication and Understanding:
- Openly acknowledge resistance and its potential causes.
- Engage in active listening to understand perspectives and concerns.
- Provide clear and transparent information about the change rationale and benefits.
2. Involve Stakeholders:
- Engage key stakeholders early on to gather feedback and build support.
- Listen to their concerns and find ways to incorporate them into the change process.
3. Demonstrate Empathy and Respect:
- Recognize the emotional aspect of change and empathize with learners’ or stakeholders’ resistance.
- Foster a safe and respectful environment where individuals feel valued and heard.
4. Provide Support and Training: