Dealing with people who resist change

To successfully guide teams through a change, two things are needed:

1. Clear Vision – A shared outlook on the future you want to create with your team.

2. Buy-in – People believe in the vision and are willing to be part of it.

Whilst both are equally important; I see leaders more often struggling to get the full buy-in of the entire team. They have to deal with one or more individuals who don’t seem to want to get on board and are openly or quietly resisting the change.

What goes on in the minds of people who resist change?

The key is to understand the true reason for resistance. Often team members agree with the vision, but oppose the ‘social’ aspects of the change; what it means to them in relation to others.

In short: there is FEAR.

Resistance is a REACTION that comes from a place of fear:

- People will feel ANXIOUS, self-conscious, vulnerable

- People worry about what they will LOSE as a result of the change

- People believe there are not enough RESOURCES

- People feel they are not READY to change

- People are TIRED of changes

Result: People would rather KEEP things as they are.

Even though the above thoughts and feelings are present, that does not mean people will be verbal about them. Resistance can be active and open; more often it is passive where people show signs of resistance by procrastinating, making up excuses why ‘things are not done’, saying yes but doing no, …).

‘Coach’ rather than ‘manage’ people through change

When we FEAR something, we make assumptions and create scenarios in our minds about what CAN happen as a result of the change. It’s those assumptions and scenarios that cause our fear. Brittney Carr wrote a book about this phenomenon called:

F.E.A.R.: False Evidence Appearing Real.

The only way to respond to fear is with empathy.

Have a conversation about what you have ‘observed’ in their behavior and ask what people ‘think’ will happen.

1. First of all, acknowledge and validate their feelings. “It’s normal to feel …. [this way] given what’s going on.”

2. Ask questions about what they believe will happen. You may need to do some more exploring to find out what’s important to them and what aspect of the change they feel particularly challenged by.

3. As you learn more about their fears, you can discuss how you can help make plans that will support them during the change.

4. Stay non-judgmental.

Here are some questions to ask during those conversations:

• What aspects of the change do you think you have no control over?

• What aspects of the change do you have control over?

• What do you believe will happen after the change?

• What makes you feel challenged when it comes to the change?

• What do you feel are benefits for you when it comes to the change?

• What’s the worst that could happen?

• How likely is that?

• What would be different if that did not happen?

• If that were to happen, what would have to be in place?

• What are some of the things you can do to prevent that from happening?

• What would you need to feel more comfortable going through the change?

• How can I support you in this?

Resistance to change is common in many organizations.

To what extent have you experienced it and what have you done to overcome it?

Let’s Lead!