Art Sponseller, JD, PCC, Senior Executive Coach, www.artsponseller.com
Why Employees Resist Change – And What It’s Really Telling You
Employee resistance during change often feels like something to fix fast. But rushing to solutions means missing the valuable message behind the pushback. Resistance usually stems from deeper feelings. Here’s how to address the four most common ones.
1. Loss:
Change always means an ending. When people resist, pause and identify what they’re losing. Name the loss directly. Recognize the value of the old ways first. Then show them how they can contribute in the new future.
2. Anxiety:
When anxious, people can experience brain fog. Create space for questions. Be honest about what you don’t know. Share consistent updates to build trust and calm fears.
3. Lack of Control:
Resistance often signals people feel powerless. Clarify where their input matters. Involve them early so they can help shape the outcome. Ask them to solve implementation problems – this builds real ownership.
4. Flaws in the Change:
View resistance as useful insight, not opposition. Ask follow-up questions to uncover genuine concerns. Separate tone from content. Stay open to adjusting your plan based on what you learn. Leaders who treat resistance as valuable data make change smoother and more successful.
(Source: Harvard Business Review – “Leaders, Treat Resistance to Change as Valuable Data” by Ron Carucci)
