Many times people hold onto ideas that no longer serve them, the group, the team or the organization and they don't even know why — these are called sacred cows. Sacred cows are processes, rules, workflows, design assets, or materials within an organization that are believed to be unchangeable. Recognizing these sacred cows is the first step. What are people bringing with them that is making them resistant to what's happening in the workshop. Is this something you need to address before you move forward — maybe explore what they are holding onto and why.Bringing this out in the open may help them move past a bias that something is unchangeable.

The psychology of group dynamics is interesting, typically it is not the entire group who are resistant, it is likely one or two people who have a ‘loud voice’. Talking at people who are resistant will likely make them trust the facilitator less. One idea is to give the person or people who are the most resistant something to do, like facilitate an activity. It can be something fun related to the change, maybe a futurespective to get people imagining a vision of the future. This can include silent generation and anonymity so those who are actually excited about change can share thoughts without ridicule. At the root of resistance to change is fear, it is important to keep that in mind and have empathy for those feeling that way.

Para estimular a participa??o ativa em um grupo resistente à mudan?a, eu come?aria ouvindo as opini?es de cada membro e suas preocupa??es. é importante mostrar como a mudan?a pode beneficiar a todos e melhorar o trabalho. Também incluiria todos no processo, pedindo ideias e sugest?es, para que se sintam parte da mudan?a. Criaria um ambiente seguro, onde todos possam expressar suas opini?es sem medo de críticas. Além disso, celebraria pequenas vitórias para reconhecer e comemorar cada progresso, por menor que seja. Dessa forma, todos se sentiriam mais motivados a participar!

To lead a resistant group, create a compelling vision showing the change’s benefits. Involve them early, address their concerns, and celebrate small successes to build momentum. Empower change champions to model new behaviors and provide training and support to ensure they feel equipped and confident in the process.

I find it crucial to approach the process with a balance of empathy, clarity, fun, and collaborative energy. Change, inherently uncomfortable—yet the only true universal constant—often feels wrong or even threatening to people’s conception of normalcy. The keys to transmuting resistance into participation: 1. Re-frame Change as Evolution; Progress Not Termination 2. Highlight Individual Experiences with Change 3. Create a Culture of Open Inquiry, Expression, & Reflection 4. Energize through Viral Unexplained Gaming Easy change requires the group to sense its necessity, understand its benefits, and feel actively involved in its development. Or the road to it will be rough; and we may not arrive with everyone still on board.