Tackle Resistance to Change: The Secret Weapon Called ABS!

ABS to Navigate the Resistance

Change. For someone an exciting challenge, for someone else a nightmare. Whether it's the arrival of new technology, team restructuring, or a complete company transformation, one thing is certain: people will resist. But what if we told you that resistance is not an enemy, but rather a "warning light"? And that there is a formula for how to deal with it? Meet the ABS formula!

Why Do We Resist? Deep in Our Head...

Resistance is not a manifestation of unwillingness or laziness. It is a natural reaction of our brain to uncertainty and perceived threat. What's happening under the hood?

• Fear of Loss: We are comfortable where we are. Change? That can mean loss of position, security, or even identity. The brain screams: "Danger, beware!"

• Uncertainty and Control: When we don't know what's coming, we feel powerless. And we like nothing less than the feeling of losing control.

• Power of Habit: Our habits are like worn grooves. Stepping out of them requires energy and will. Why change when it "always worked"?

• Threatened Identity: If we think that change will threaten who we are at work – whether we are an expert, a mentor, or an innovator – we resist.

These psychological mechanisms manifest in various phases of change, whether we talk about "unfreezing" (Lewin), initial steps (Kotter), or the "neutral zone" (Bridges).

How to Tame Resistance? Be Smart, Not Hard!

Forget fighting resistance! The goal is to work with it, understand it, and direct it. How to do it?

1. Recognition and Listening: Do not dismiss people's concerns. Normalize resistance: "It's new, so it's natural to feel uncertain." Ask, listen, understand.

2. Clear Communication: People fear what they don't know. Explain why, what, and how. Repeat, repeat, repeat. Share small successes with enthusiasm.

3. Involvement from the Start: Give people a sense of ownership. When they are part of the solution, they become part of the change, not its victim.

4. Emotional Support: Change is like saying goodbye. Offer coaching, peer-to-peer support, or just a shoulder to cry on. Honor what is being lost.

5. Example Attracts: If leaders themselves don't believe in the new path and don't act accordingly, why should others? Be a living proof that it works!

Research evidence shows that psychological safety, a strong change narrative, and coaching can do wonders. But what if the resistance is so strong that traditional methods are not enough? Enter the ABS formula!

ABS: Your Anti-lock Braking System for Change

The ABS formula (Absorb Attention – Bypass Critical Factor – Stimulate the Unconscious) is inspired by neuropsychology and hypnotic principles. It works like an anti-lock braking system in a car – it prevents the mind from "locking up" and allows smooth forward movement.

• A – Absorb Attention: When the brain is overwhelmed with anxiety and "noise," it's hard to concentrate. The goal is to calm the mind and redirect it inward. Imagine your thoughts slowing down while you focus on your breath. This opens up space for new ideas.

• B – Bypass Critical Factor: Our conscious mind is full of logical objections: "It won't work!", "We've tried that before!". This phase uses metaphors, stories, and gentle suggestions to "bypass" these conscious barriers and speak directly to the subconscious. It's like quietly opening the back door instead of banging on the front.

• S – Stimulate the Unconscious: Now that the mind is open, it's time to plant the seeds of new beliefs and identities. Visualize future success, feelings of self-confidence, and new abilities. Imagine yourself as an "adaptive contributor" who thrives in change. This way, you strengthen inner motivation and change your self-perception.

ABS in Practice: A Small Break for a Big Change

What does it look like in real life? The ABS formula is not just for therapists! You can adapt it to a corporate environment in various ways:

1. Workshops for Managing Change Stress:

• A (Absorb Attention): Start the workshop with a short, quick activity that requires full concentration, for example, a "party game" at the beginning that gets energy moving and focuses on a specific task, or a visual puzzle on the opening screen. The goal is to calm those present and prepare them for an open discussion.

• B (Bypass Critical Factor): Instead of directly explaining the benefits of change, use stories (metaphors) about adaptation, the transformation of a caterpillar into a butterfly, or a hero's journey. Talk about "opportunities opening up," rather than "necessary changes."

• S (Stimulate the Unconscious): Invite participants to #visualize what their successful adaptation to the new situation looks like. How do they feel when they master the new technology with ease? What new skills have they gained?

2. Individual Coaching for Leaders and Key Individuals:

• A (Absorb Attention): The coach can start the session by defining a clear intention for the given hour. Or they can focus on a detailed description of an object in the room that distracts attention from internal "noise."

• B (Bypass Critical Factor): Instead of directly describing their concerns, the coach can ask questions that lead to a deeper understanding of subconscious blocks. For example: "If your fear were an animal, what kind would it be? And what does it need to feel safe?"

• S (Stimulate the Unconscious): The coach helps the client visualize themselves in a new role, with new competencies, fully adapted and successful. They can use affirmations or suggestions aimed at strengthening identity: "I am a person who learns and grows with every challenge."

3. Corporate Communication Campaigns:

• A (Absorb Attention): Instead of just dry announcements of change, create short, visually engaging videos or infographics that start with an unexpected or very specific, detailed image/sound that immediately grabs attention.

• B (Bypass Critical Factor): Use metaphorical language and stories about how the team or company successfully adapted in the past. Focus on the "journey" and "opportunities," not just "problems that need to be solved."

• S (Stimulate the Unconscious): Communication can include positive visions of the future, messages that strengthen the sense of belonging and common purpose. For example: "Together we are building a stronger future," or "Our DNA is adaptation and innovation."

4. Onboarding Programs for Newcomers (in the Context of Rapid Changes):

• A (Absorb Attention): At the beginning of onboarding, instead of overwhelming with information, introduce a short interactive activity, such as an "office scavenger hunt" with tasks that require immediate concentration and interaction, or a joint quick team dynamics exercise.

• B (Bypass Critical Factor): Instead of long lectures about company culture and processes, tell stories about how other newcomers successfully adapted to the fast pace of change and how the company supports learning. Use analogies with flexibility and growth.

• S (Stimulate the Unconscious): Set positive expectations and help them visualize themselves as successful and adaptable parts of the team. Emphasize their potential for growth and involvement in future innovations: "You are part of a team that constantly grows and learns."

5. Brainstorming and Innovation Workshops:

• A (Absorb Attention): Start the session with an "opening" exercise that fully draws participants into the present and distracts them from daily worries. For example, a quick "observation exercise" where they have to concentrate on the details of an object, or a short visual challenge that requires immediate thinking.

• B (Bypass Critical Factor): When "it can't be done" or "we've tried that before" objections arise, use techniques like "yes, and..." or "what if we assumed for a moment that it could work?". Create an environment where "crazy ideas" are welcome and where assumptions are challenged through playful exercises or mental experiments.

• S (Stimulate the Unconscious): At the end of the session, let participants visualize the impact of their ideas. How would the world change if their innovation were implemented? What would be their contribution? Help them feel the emotions associated with successful implementation.

The ABS formula is an excellent complement to traditional change management strategies. These techniques can be included in leadership development programs, team resilience building, or corporate well-being initiatives.

Conclusion

Resistance to organizational change is a complex, multifaceted phenomenon rooted in conscious and unconscious psychological dynamics. The ABS formula offers a unique and evidence-backed framework, leveraging neuropsychological and hypnotic principles, to effectively navigate this resistance. By systematically absorbing attention, bypassing conscious critical objections, and stimulating the unconscious with new beliefs and identity alignments, organizations can foster greater acceptance, emotional buy-in, and adaptability among employees during periods of significant change. Leaders, HR professionals, change agents, and change managers are encouraged to consider integrating the ABS formula into their change management strategies, especially for addressing strong emotional or subconscious resistance that traditional methods might not fully capture. Acknowledging resistance as a natural signal and diagnosing its root causes before applying targeted interventions, with ABS serving as a powerful tool for deep psychological alignment, is crucial for successful turbulent transformations.

Working research paper on this topic: Title: Applying the ABS Formula to Address Resistance in Organizational Change: A Neuropsychological and Hypnotic Perspective

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