Overcoming Resistance: Practical Tips for Managing Pushback
Overcoming resistance is the subject of the fourth post in our five-part Leading Change series. If you missed the previous posts, you can catch up on them here.
When it comes to growth and innovation, change is inevitable. Yet, it often meets with resistance and pushback. Understanding and addressing this resistance is crucial for successful change initiatives.
Why and Who Resists Change
People resist change for various reasons. Fear of the unknown, loss of control, and comfort with the status quo are common factors. Employees may worry about how changes will impact their roles and job security, leading to anxiety and opposition. Additionally, lacking trust in leadership or the change process can exacerbate resistance. Poor communication and inadequate information about the change can create uncertainty and hinder acceptance.
So, who is most resistant to change? Recent research from Prosci shows that mid-level managers are by far the most resistant (43%), followed by front-line managers (25%).
Let’s explore practical strategies for overcoming resistance to change.
4 Tips to Overcome Resistance
Understanding the root causes of resistance is the first step, but how you respond to that resistance determines the success of your change initiatives. The tips below provide actionable strategies to help leaders navigate and overcome the most common challenges associated with resistance to change.
1️⃣ Communicate Clearly and Consistently
Open and honest communication is essential to overcoming resistance and managing pushback effectively. From the outset, clearly articulate the reasons for the change, how it aligns with organizational goals, and what it means for employees. Regularly update your team on progress, addressing concerns and providing transparent answers to questions. Moreover, keeping the lines of communication open reduces uncertainty and builds trust, making employees more likely to support the change.
2️⃣ Involve Key Stakeholders Early
Engage key stakeholders—especially the mid-level and front-line managers likely to be most resistant—early in the change process. Involving them in planning and decision-making gives them a sense of ownership and control, which can reduce resistance. Ask for their input, listen to their concerns, and incorporate the feedback when possible. When stakeholders feel heard and valued, they’re more likely to champion the change rather than resist it.
3️⃣ Provide Training and Support
Resistance often stems from fear of the unknown or lack of confidence in new skills. Provide comprehensive training and resources to help employees adapt to new processes, tools, or roles. Offer ongoing support through coaching, mentoring, or peer assistance programs. By equipping your team with the knowledge and skills they need to succeed, you can alleviate fears and build confidence, leading to smoother transitions.
4️⃣ Address Emotional Responses
Change isn’t just a logistical challenge; it’s also an emotional one. Recognize that resistance often has an emotional component, such as fear, anxiety, or frustration. Create a safe space for employees to express their feelings and acknowledge their concerns without judgment. Show empathy and provide reassurance, emphasizing the long-term benefits of the change for both the organization and the individuals involved. You can foster a more positive attitude toward the change by addressing the emotional side of resistance.
Summary
Overcoming resistance is a crucial step in any successful change initiative. Try to understand the reasons behind resistance and proactively address them. This approach can turn opposition into engagement. Remember, resistance and pushback are a natural part of the change process. But with the right strategies, you can manage it effectively.
As we prepare for the final post in our Leading Change series, which will focus on Sustaining Change, take these tips to heart. And apply them to your current and future change efforts. With patience, persistence, and the right approach, you can guide your organization through change and ensure lasting success.
If you have any questions or need further guidance, feel free to reach out—I’m here to help!
Lisa L. Baker is a professional life coach, career strategist, and keynote speaker. Lisa is the founder of Ascentim – a Maryland-based coaching practice that utilizes a unique G.R.O.W. process to help clients gain clarity, realize new possibilities, overcome obstacles, and win at life. Lisa shows high-performing professionals how to Level Up and Live the Life of Their Dreams.