Resist Change At All Costs Even If It Is For The Better

People resist change.  It is a fact.  They will often resist and do so vehemently even when the change is for the better.  However, as leaders, we are often responsible for guiding people to conduct themselves in a new and different way.  Now you might say, “I’m not a leader, so this doesn’t apply to me.”  We are all leaders in some capacity.  Are you a parent?  If so, then you are a leader.  If you are involved in a relationship with another human being, then you are at times a leader. 

You exert your influence from time-to-time to get the other person to do what you want them to do.  This is a basic definition of what it means to be a leader.  By acknowledging our leadership role, we can become more effective.  We can hone our skills at properly guiding people to change.  With just a little thought, we can get them to behave the way we want quicker and with less effort.

Why people resist change and what to do about it.

To begin to be better at leading people through change, it is beneficial to think about why people resist new ideas.  You may simply want to change your family’s idea about where they want to eat out this weekend or it may be that you are trying to convince a whole division in your company to totally revamp their workflow procedures.  Either way you can encounter resistance.  It may be mild or it may be massive.  Understanding where it comes from will help you turn things the direction you desire.

As a manager, business owner, and parent, I have seen a lot of resistance to change.  Trust me, my two-year old openly expresses her unhappiness with my leadership frequently.  Here are some of the reasons that I think people resist change and ways you can deal with it:

1.  You didn’t explain what’s in it for them.

People seem to often resist change initially because they don’t see any problem with the current solution and they don’t understand how your idea is going to fix anything for them.  We all generally look at things from a selfish perspective.  We often evaluate ideas from the standpoint of, “What’s in it for me?” 

If people are going to adopt your idea and support it, they have to understand their payoff.  You have to identify an area of pain that the current way of doing things will produce or a reward that the change will bring about for them.  You need to do this work for them.  This is called motivation and it is a primary function of leadership.

2.  You have failed to achieve understanding.

People will often resist change before they even fully grasp what it is that you are trying to get them to do.  If it is different, then they don’t want it.  You are responsible for making them understand.  You have to communicate to them exactly what you want them to do and what’s in it for them as described above.

Poor communication is why many initiatives fail.  Don’t let this one be your downfall.  Trick them if you have to, but make sure they understand what you are proposing.  Don’t stop explaining it until they get it.  It could take several iterations and multiple creative angles, but they won’t buy in until they understand.

3.  You are going to cause more work.

Work is painful!  It requires an exertion of energy.  People fear that they might not be up to the task.  They might not be able to learn the new skills or it might be harder for them.  What if they can’t do it?  On the job, they fear that they might get fired if they aren’t able to perform.

I’m familiar with this because, as a husband, I often resist my wife’s ideas.  Her projects regularly mean work for me.  Therefore, I resist.  She encourages me, reassures me, and promises to support me.  With her leadership, I usually concede and we move forward.  This may work for you as well.

4.  You messed things up the last time.

People may not be excited about your new idea if your last idea didn’t work out.  If the last restaurant you suggested turned out to be a flop, then it is going to be harder to convince your spouse to trust you again.  This holds true anywhere. 

The best way to deal with this is head-on.  You have to acknowledge your mistakes and ask for another chance.  You are going to need to be patient and very persuasive.  Be sure you have independent, objective support before you bring your idea to the table.  Try to find other credible people that can help you build the case.  Go slow, but keep gentle, steady pressure on.  This obstacle can be overcome.

5.  You have chosen the wrong timing.

Timing is crucial.  When you encounter resistance to a new idea, it may because your timing is off.  There may not be any money in the budget or the person needing to change may be too busy.  There are a ton of potential reasons that the timing may not be right.

Fix the timing issue and you may eliminate most of the resistance.  Try to implement your idea when it is convenient for everyone involved.  If someone has to be inconvenienced, make sure that someone is you.  Make it as easy as possible on everyone else concerned.  When you do, you will lessen the resistance.

Notice that “you” are the cause of the resistance.

Please notice that in the cases mentioned above that you are the cause of the resistance.  It is because you failed to do something or consider something.  It is not the person offering the resistance that is wrong.  This is very important to understand.  If you start pointing fingers, you will only cause people to dig in their heels.  Accepting responsibility for overcoming the resistance yourself is the only way to effectively achieve the buy-in you need for success.  Now go out and lead people in new and better ways!

What other reasons have you seen for resistance to new ideas and how did you overcome them?

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