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Most people are quick to check that what they are doing fits with new requirements
People defend their existing positions rather than seeking the best way forward for all parties
When there are changes/challenges most people talk about how others will be affected
Even when there is evidence, people are not easy to persuade or influence about the potential of new ways of doing things
When there are changes/challenges, people only really look out for their own interests


When there is change, people take time to ask about and listen to the feelings of others
When things go wrong, those in leadership positions generally stay calm
When things go wrong we blame each other
When changes are occurring people support each other, checking how they feel
When people don't get what they want, they blame others
People are comfortable with hearing how others are feeling


People are quick to focus on finding solutions to challenges
People are quick to support decisions once they are made
When solutions are needed people seem to avoid getting involved
People give consistently constructive feedback to each other about how changes are progressing
People offer congratulations and celebrate success sincerely and widely
People keep going with new methods even if they don't work out the first time

Change Awareness

People speak up if they see things are not right
People frequently speak up to suggest improvements
People speak up to support and to challenge ideas
People consistently challenge in a constructive way
People speak up when others are not constructive


People use constructive language when suggesting ideas or activities that do not conform to the usual way of doing things
People are slow to engage with changes
People ask questions to ensure they understand other's needs and points of view
People summarise what has been agreed so it is clear to all
People check that what they are doing aligns with what others are doing
Many people go along with or pretend to make changes without actually doing anything differently