We’ve all been there…hitting an impasse on our projects, morale beginning to dip, and Sr. Leadership on our necks for the next big deliverables. Imagine being in a Team Meeting where the main topic is how to right the ship. In the midst of brainstorming, someone, let’s call him Bob (in my experience, it’s usually a guy named Bob, Mark, or Phil 🤷🏾♀️), interjects and says that the process must go this way because that’s just the way it’s always been done. So as a Leader, how do you pivot and make the necessary changes so that your Team can succeed when you have Team Members resistant to change?
These "sacred cows" — long-standing practices, beliefs, or processes that are deeply ingrained in the culture — can often hinder innovation and progress, especially when change is necessary. However, before you throw your laptop from a window, let’s first understand why some people are resistant to change.
Resistance to change is a natural impulse. Most people don’t jump up and down to change. It’s usually not until their level of discomfort becomes too great or there’s something to be gained that people start turning a corner towards change. In the workplace as in life, it shows up as:
Fear of the Unknown: Change often brings uncertainty. Employees may fear losing their jobs, facing new responsibilities, or failing in new roles.
✅ Take Action: Leaders should clearly communicate the why behind the change. Transparency is critical when leading change. Employees need to understand why the change is necessary and how it does or does not impact their day-to-day responsibilities. As a Leader, you must clearly communicate the benefits it will bring and the potential consequences of not changing. When employees see the bigger picture and understand their role in it, they are more likely to get on board.
Comfort with the Status Quo: People tend to stick with what they know. If a system or process has worked in the past, employees may see no reason to change it.
✅ Take Action: Involve Key Players in the Decision-Making Process. When those most resistant to change are also the most capable, it’s essential to involve them in the change process. Engage these key players early, seek their input, and allow them to take ownership of the change. This involvement can help mitigate resistance and turn these employees into Change Champions.
Lack of Trust: If employees don't trust Leadership or the reasons behind the change, they are more likely to resist.
✅ Take Action: Acknowledge and Address Concerns. Listening to your Team’s concerns and addressing them openly can reduce resistance. Show empathy and validate their feelings, but also reinforce the need for change. Focus on removing barriers by not becoming one yourself. Sometimes, simply acknowledging and acting-on the challenges can help employees feel heard and valued.
Loss of Control: Change can make employees feel like they’re losing control over their work environment, leading to resistance.
✅ Take Action: Provide Support and Training. Resistance often stems from a lack of confidence in handling the new changes. Providing training and support can alleviate fears and build the necessary skills. When employees feel prepared, they are more likely to embrace change. One way to do this is to utilize a Communications Plan. Communicating consistently and with clarity promotes a better understanding of what the change is trying to achieve, while also providing an opportunity for feedback.
Perceived Negative Impact: If employees believe that the change will make their jobs harder or less rewarding, they will resist.
✅ Take Action: Create Quick Wins. Demonstrating the benefits of change through quick wins can build momentum. When employees see positive results early on, they are more likely to support the change. Celebrating these wins provides positive reinforcement and encourages Team Members who might still have challenges with change. These small victories can shift the mindset from resistance to acceptance.
Remember, it’s important that you lead by example as your behavior sets the tone for the entire Team. By embracing the change yourself, showing enthusiasm, and modeling the behaviors you want to see in your Team, your commitment can inspire others to adopt the same attitude.
Ready to overcome resistance and drive change?
Leading your Team through change requires more than just plans—it takes strategic insight and expert guidance. Don’t go it alone—let’s work together to transform resistance into resilience. Book a 1:1 Strategy Call with Dr. Cristi and gain personalized strategies to turn challenges into opportunities. Let’s create a roadmap for success together.
Looking forward to working together to #EngineerBetterLeaders! ✨
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