If you work with people regularly, you’ve likely encountered resistance to change. Whether it’s a new workplace policy, a shift in strategy, or a personal transition, change can feel threatening. People often resist because of fear—fear of the unknown, past negative experiences, or simply the discomfort of letting go of familiar routines.
Instead of getting frustrated, take a step back and ask yourself:
• What is driving their hesitation?
• Are they resisting based on emotion or facts?
• Have they been included in the change process?
If you don't know the answers to these questions, it's important for you to evaluate further.
People struggling to articulate why they resist change may say, “It just doesn’t feel right.” In most cases this is going to signal an emotional resistance rather than logical resistance or reasoning. Instead of dismissing it, dig deeper.
1. Acknowledge their concerns – This is important because people resist less when they feel heard.
2. Do Your Best to Separate emotion from fact ask questions that help to determine if the pushback is based on legitimate risks or just fear of discomfort?
3. Provide clarity about the change because the unknown is scary. Also, people are often just trying to process the change you are presenting to them. Especially if it is the first time they are hearing about it; offer specifics to ease anxiety or collect questions but be sure to circle back with the answers.
4. Give them a role – Involving people in shaping the change creates buy-in and reduces pushback.
a. Give example of implementing a new tool that the timekeepers were not happy about.
In leadership and project management, you’ll often hear “But we’ve always done it this way.” Change can be seen as disruptive rather than beneficial. To help teams navigate transitions effectively:
• Listen first – Rushing past concerns makes people feel ignored.
• Address uncertainty – Resistance is often fear of what’s unclear or will impact their day to day routine.
• Highlight benefits – Show them how the change supports their goals. I love a this now that comparison chart.
• Encourage participation – When people feel they are part of the decision (whether true or not) it makes a difference. By giving them a voice and letting them share their needs, desires, and concerns, they’re more likely to support the shift even if their needs weren't met.
• Share the reasoning behind the no - When you do have participation or give an avenue for people to share their voice, set expectations regarding how that information is being used and close the loop if their request, suggestion or concern isn't implemented. They may not like it but they will know you listened and had a reason for not doing the thing.
If you’re guiding people through change, focus on:
• Explaining the “why” – Resistance drops when people understand the reason behind change. Saying it's a management decision is not the most effective way to get buy-in to the change. [identify a good example here] Say management wants to do this because the firm has invested a lot of money in XYZ and they want to ensure we get a return on the investment…
• Leading with empathy – Change is personal. Acknowledge concerns without pushing them aside. What your response, especially when you are presenting information to a large group of people.
• Providing a roadmap – People need to see a clear path forward to feel secure.
Instead of seeing resistance as a roadblock, view it as a chance to refine your approach. People resist when they feel unheard, uncertain, or excluded. By shifting how you engage with them, you can transform opposition into support.
So the next time you encounter pushback, ask: How can I guide them through this, instead of just expecting them to follow?
The content shared on DLMorales.com strives to teach side-hustling and full-time solopreneurs how to manage a successful business and life using holistic systems. The text in this post is provided by DLMorales and edited by ChatGPT. The goal is to help you identify the right systems and processes so you aren't spending money or time on unnecessary things and instead can spend that time and money focusing on the things that are most important to you, your family.
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