3 Ways People Resist Change and What to Do About It

Life is change. Learning is change. Evolving is change. New technology emerges, altering how we perform certain tasks, the cars we drive, and the apps we use on our phones. Avoiding all change is impossible, yet we don’t always embrace a new change immediately. Some people resist change in unexpected ways, usually driven by specific beliefs, values, or concerns. Understanding those reasons can help you lead resisters (including yourself) smoothly into a successful change. Here are 3 ways people resist change and what to do about it.

1. Organizational Resistance.

When you implement a change, the effects of the new policy or procedure should ripple outward through the department or organization. Sometimes, though, the organization’s structure itself causes resistance to changes. This can be caused by poor communication or a lack of understanding of how different company parts contribute to a whole.

The biggest key to overcoming organizational resistance is communication, more specifically listening. This is a great time to practice the kind of communication that seeks first to understand and then be understood. Chances are, there are puzzle pieces you’re missing. Once you know what they are, you will be much closer to identifying the challenges.

2. Critical Resistance.

Someone who openly challenges change is hard to ignore. He doesn’t hide his plans to ignore the change. He speaks up loudly and may encourage others to do the same. It’s important to remember that the person resisting isn’t inherently negative; they’re a team member you want to support in the transition.

Change can evoke a variety of normal emotions. When it leads to a sense of loss of control or feeling unheard or undervalued, a team member may respond by actively criticizing the change.

Take the time to listen to your team member’s concerns. It’s possible to alleviate some of their expressed concerns to rest or reassure them that you have a plan to address the potential complications they are concerned about. Keep your voice calm and avoid dismissive statements like, “Just jump on board; it will be easy,” as this may leave your team member feeling unheard. Instead, try using reflective statements that rephrase their concerns: “What I hear you saying is…” is…”.

3. Quiet Resistance.

While someone actively criticizing a change is impossible not to notice, someone quietly resisting may fly under your radar for a time. Instead of voicing their displeasure or making their intention to disregard a change known, a quiet resister tends to do the opposite, often due to their nature of avoiding confrontation. They may appear to be listening to all new instructions, yet they’ll continue working according to the former goals or procedures, as they are uncertain.

Realizing that someone has been quietly resisting a new policy or procedure can be frustrating. You might wonder why they didn’t express any questions or concerns. Continuing to perform tasks in an old way could lead to problems you hoped to avoid.
Responding to someone who is quiet is important. Though the outcomes may differ, the source of the resistance can be similar to concerns shared by a person resisting actively. The response can be similar as well.

Encourage your team members to voice their concerns with you. Sometimes, those who resist passively do so because they feel uncomfortable with conflict. Therefore, it’s important to keep the conversation friendly. The truth is, you’re both on the same team. Ask gentle, open-ended questions that encourage your team member to share their reasons they are uncomfortable with the change. It may also be helpful to ask questions that allow them to articulate their concerns and propose solutions.

How Do You Thrive and Lead in Times of Change?

Socrates famously said, “The secret of change is to focus all of your energy not on fighting the old but on building the new.”

Whether you’re leading a transformation or adjusting to one, navigating change with confidence is key.

That’s why we offer two targeted training sessions:

For leaders who need to drive change and bring others on board with clarity and confidence
For team members who are experiencing change and want tools to adapt, stay motivated, and thrive through uncertainty

The good news? Thriving through change isn’t magic, it’s science. With the right strategies, anyone can build the mindset and habits that make change easier, more empowering, and even exciting.

Check out our training sessions on Thriving and Leading in Times of Change, or contact us today to find out which version is right for your team.