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TLP Overcoming Resistance

TLP Overcoming Resistance

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Question 1 of 5

1. Question

What first step should leaders take when facing employee resistance?

Ignore resistance and proceed with their decisions
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Recognise that resistance may indicate unmet needs or concerns
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Replace resistant employees with more compliant workers
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Apply disciplinary measures immediately
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Question 2 of 5

2. Question

What is an effective way to address employee objections?

Argue against their concerns until they agree
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Accept their perspectives and shift the focus toward solutions
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Dismiss objections to prevent delays in leadership decisions
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Ask employees to follow orders without questioning them
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Question 3 of 5

3. Question

How does involving employees in problem-solving affect their engagement?

It increases ownership and commitment to solutions
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It creates more resistance due to conflicting opinions
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It delays the execution of leadership plans
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It encourages employees to compete against each other
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Question 4 of 5

4. Question

What is the purpose of building a “critical mass” of supporters in leadership?

To create pressure against resistant employees
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To ensure leadership decisions are fully controlled
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To gain enough engaged employees to influence organisational culture
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To minimise communication efforts and focus on directives
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Question 5 of 5

5. Question

Why should leaders avoid taking resistance personally?

It may lower their self-esteem
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Resistance is often a natural response to change, not a personal attack
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Employees should feel guilty for resisting leadership
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Leaders should convince employees that their concerns are unjustified
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