Unraveling Resistance to Change
Leadership isn’t difficult. It’s dangerous. Resistance wears many masks. It could smile, nod, and stab you in the back. Resistance could show up with lead boots on. Sometimes resistance shows up like an angry mob.
“… about 70% of all change initiatives fail.” HBR*
Unraveling resistance to change:
#1. Complacency.
Change is hard because complacency is a warm fuzzy blanket. Disruption makes us cling to our blanket. Panic intensifies in proportion to perceived disruption. Big disruption – big panic.
Struggling to preserve the status quo is panic in disguise.
Tip: Integrate ‘change’ language into daily conversations. Ask questions like, “How could we make this a little better?”
#2. Focus.
Change is difficult when leaders polish the wrong diamond. Polish yourself before selling the shiny change you dream of making.
“I wanted to change the world. But I have found that the only thing one can be sure of changing is oneself.” Aldous Huxley.
Tip: Begin with yourself. What needs to be true of you for people to charge into hell at your side?
Change is stubborn because the challenge is people, not systems or structures. Don’t show up like a magician. “Watch me pull a rabbit out of my hat.” No one cares about your damn rabbit.
The trouble is within not without. You are doomed until you focus on people.
Tips: Spend as much time dealing directly with people as you spend planning execution. Get unofficial leaders on board. Be humble, curious, and open.
#3. Winning.
Change efforts are difficult when viewed as events instead of a continual process. Many small wins over time come easier than one giant win on July 31.
Tip: Cut the elephant into small pieces.
What types of resistance do leaders face when leading change?
What have you learned about successfully leading change?
Still curious:
Leading Change: Why Things Get Worse Before they Get Better (90 second read)
*Cracking the Code of Change (hbr.org)
“Spend as much time dealing directly with people as you spend planning execution.” This is a great statement and I would also add that it matter which people you spend time with. Seek out the people that will be directly impacted by the change and the people who have different opinions. Only then will we be able to truly practice curiosity and gain insight.
Great point, Kristi. Don’t avoid difficult people. The other side is spend plenty of time with early adopters. They help pull things forward.
Tip: Cut the elephant into small pieces.
Good morning Dan, often I use the quote, “how do you eat an elephant? One bite at a time”.
I would add: Notify. When my children were small, I would notify them before it was time to leave the swimming pool – this removed the element of shock and awe when it was time to go home – trivial it may sound, it worked.
Thanks Melanie. Some people really hate surprises.
One challenge is preparing people in a way that doesn’t cause more resistance.
In addition to what you said Dan, other reasons people resist change include:
1. Don’t think the change will work. Some changes don’t work. Leaders are better off doing a pilot program to prove it does work.
2. Change is expressed in vague terms. “We need to change the culture so its more entrepreneurial.” OK–what does that mean for me? What am I suppose to do differently?
3. My plate is already overflowing. I am already working on two other change initiatives. Now you want me to take on a new task and learn some new software and work processes.
Thanks , Paul. I especially appreciate the pilot program. “We’re going to try this for x amount of time and learn before we do a full roll out.