What do you do if your coaching clients face resistance from their colleagues?

The key thing to remember, every time that you face a negative reaction from someone, is that the way that people treat you has a lot more to do with them and very little to do with you! The above might seem strange, but it's 100% true! Imagine you go to a supermarket and bump into someone's cart, you immediately apologize and can face two different reactions - maybe one person will simply say: 'no worries'; while the other might have a bit of a go at you. Same act (crashing the cart), same person doing it (you). But it really depends on the mood and the type of person the other one is. So, the key is to acknowledge that whatever is happening, is NOT your fault! It might have to do absolutely nothing with you!

The first step is to acknowledge the resistance and validate your client's feelings. Resistance can take many forms, such as criticism, sabotage, gossip, or exclusion. It can be frustrating, hurtful, and demotivating for your client. Let them know that you understand their situation and that it is normal to experience some pushback when they are trying to improve themselves. Help them see the resistance as a sign of their growth and not as a personal attack.

I would start by acknowledging the existence of resistance among the coaching client’s colleagues. Validating their concerns and acknowledging the discomfort or pushback can create a foundation of trust and openness.

I find that resistance can be a symptom of new change. In a workplace and business the demand and the world is forever changing and that will mean so does the capacity and capability of a team/workforce. Acknowledging the change, understanding why there is a change and then take time to understand how people feel about change will all help to acknowledge what’s happening and put the steps in place to move forward together

To start, it can be helpful to reassure your client that facing resistance is a natural and expected part of the growth process. Everyone encounters challenges and setbacks when striving for self-improvement, and it's okay to feel frustrated or discouraged. By normalizing their feelings, you can help them understand that these emotions are a healthy and necessary part of the learning process. It's important to emphasize that facing resistance can be an opportunity for growth and development rather than a negative experience. By reframing their perspective, your client can learn to approach challenges with a sense of curiosity and determination rather than fear or anxiety.

Some of the largest and most frequent reasons for resistance are: 1??Lack of a clear 'why'/ reason for change 2??Little or no opportunity for the people impacted to influence the change or give feedback 3??The change is a push and not a pull ??Regarding #3, consider this: You hold up your hand and ask someone to meet your hand and apply pressure. ?? You drop your hand and ask them, with just their hand up?, to keep pushing back. ?? Can they still apply resistance against you? So was the other person creating resistance? ...Or were you? Wherever possible, leverage pull-based change. Make changes transparent, accessible & easily actionable. Shift from driving for outcomes (push) to inspiring and enabling others (pull) to create change.

Encourage self-reflection. Help them identify why colleagues might be resistant. Is it fear of change, a lack of understanding, or personal insecurities? Understanding the root cause allows for targeted solutions.

Word of caution with going down this rabbit hole. I'll explain. When we meet resistance, the default for many is to question themselves. Exploring the possible reasons for our colleagues resistance is helpful in reminding ourselves that there can be many reasons for their resistance and that it is not personal. Once we've grounded ourselves in that reality. Rather than going to deep into all their possible reasons, opt instead to proactively communicate with your colleagues. Change can be uncomfortable. It is unfamiliar. And creates uncertainty and fear for many. Make sure your intention is clear, share your why, acknowledge the respect you have for them and the importance of their support.

Next, I would delve deeper into understanding the root causes of the resistance. This involves exploring factors such as fear of change, lack of understanding about the coaching process, or concerns about how the changes may impact their roles or the organization.

Exploring the reasons for resistance involves delving into the underlying factors that drive opposition, reluctance, or pushback from individuals or groups when faced with changes, new ideas, or initiatives. 1. Fear of the unknown: People may resist change because they are uncertain about how it will impact them personally or professionally. 2. Loss of control: Resistance can arise when individuals feel that they are losing autonomy or influence over their work or environment. 3. Lack of communication: Insufficient or unclear communication about the reasons for change or how it will be implemented can lead to resistance.

Based on the insights gathered, I would work with the coaching client to devise an appropriate response strategy. This could involve clear communication about the benefits of the coaching process, addressing misconceptions, or involving key people in the process to garner support and alignment. The chosen response should aim to mitigate resistance while fostering a collaborative and supportive environment.

If you have to continue to work with this group, a common approach would be to focus on collaboration to resolution. Responding to workplace resistance requires a thoughtful and strategic approach aimed at addressing underlying concerns while fostering collaboration. Start by actively listening to employees' concerns and perspectives. Be transparent about the reasons behind proposed changes or initiatives. Show empathy towards employees' concerns and fears about the proposed changes. Foster a sense of ownership and involvement by including employees in the decision-making process whenever possible. Anticipate potential sources of resistance and address them proactively before they escalate.

Depending on the circumstances, one must take a different strategy. Come up with new ideas together with your client. Would it be more effective for them to lead by example, educate their colleagues, or address specific concerns?

Seeking support on resistance from coaching clients could mean that individuals, such as executive coaches or mentors, are looking for guidance and advice from their clients on dealing with resistance. This could involve clients providing perspectives on the challenges they are facing, obstacles they are encountering, or areas where they are feeling stuck or hesitant to make progress. In this context, seeking support on resistance from coaching clients may involve soliciting feedback, insights, or suggestions from the clients themselves to collectively work through and overcome resistance in various aspects of personal or professional development.

Encourage your client to establish an internal support system. In my own coaching experience, I had a client who was confronted with pushback from a colleague who was micromanaged. During our conversation, we talked about establishing rapport with the coworker and showcasing the advantages of their new approach. Furthermore, the client confided in a supportive member of the team, who then became an advocate for the work that they had done.

I strongly believe that any resistance from the environment has to be acknowledged and reflected upon as it’s an opportunity it’s to better yourself. I would recommend my clients to understand what’s the underlying reason for resistance is it the new approach they are following or the belief system of their peer group, because if you understand the cause you can easily identify the solution to tackle it. For an example of you are facing resistance in getting your solutions accepted by your colleagues. It can be because of 2 reasons either they are not able to see the big picture that you are projecting or the solution is threatening their agenda in some way. Understating this can help you solve the problem on hand

In my Experience, by sharing my own experiences, I can provide relatable examples and show empathy and understanding towards my client. This approach creates a supportive atmosphere where they feel understood and encouraged to open up and learn from their experiences. Moreover, offering practical advice based on my previous practice reinforces my credibility and expertise, empowering my client to navigate challenges more effectively and build resilience for future situations.

Encourage clients to learn from the experience. Did something work well? What could be done differently next time? I once coached a client who faced subtle resistance from colleagues. We explored different communication styles and practised assertive yet respectful approaches. After implementing these, the client reported a decrease in resistance.

Todo pasa por algo. La pregunta es ?qué tengo de transformar de lo que estoy viviendo? ?Qué no me atrevo a mirar/afrontar? ?Cómo me posiciono en este sistema, en este entorno? Si yo estoy bien colocado, en mi centro, siempre todo está bien!

Resistance in the workplace can often stem from factors beyond the control of an individual leader or manager. It's crucial to recognize that resistance may not necessarily reflect shortcomings in your approach or communication style, but rather could be attributed to various personal or situational factors affecting the other person. Perhaps they are experiencing fear of change, uncertainty about their role, or personal issues unrelated to work. Additionally, past experiences, cultural differences, or conflicting priorities could also contribute to resistance. Understanding that resistance is often multifaceted and may originate from factors external to your actions allows for a more empathetic and nuanced approach to addressing it.

Consider exploring potential strategies and tactics with your client for managing resistance more effectively in the future. This could involve role-playing scenarios, developing assertiveness techniques, or building resilience to overcome obstacles and setbacks. Additionally, continue to provide ongoing support and encouragement to your client as they navigate the challenges they encounter in their professional journey.

Las organizaciones son sistemas qué precisan de nuestro profundo conocimiento. ?Cuáles son las leyes que las rigen? ?Cuáles son sus orígenes? ?El propósito común está alineado? ?Cuando afloran disfunciones? ?Todas las personas disponen de claridad en su rol? ?Todos estamos ocupando nuestro lugar en plenitud en la organización? ?Nosotros somos porque te permitimos ser?