Can you overcome their resistance to change?

There is one big thing standing between you and the realization of your meaningful change.

Resistance.

From others, for a whole slew of reasons. And maybe even from you, whether you know it or not.

Changing what is now always provokes resistance. There are many who want things to stay just as they are, either because they’re benefiting from it or because they don’t feel comfortable with what’s unfamiliar to them.?

Some may openly oppose you, or even furiously fight you on it. But more often than not, resistance comes quietly. They simply fail to act in the ways that help realize your change. Even when their roles require it.

So if you’re a leader evoking change – no matter how much it matters to you or your organization – you will get resistance.

Enough to even make your leadership initiative die on the vine. As the research shows, as many as 87% of change initiatives fail, including those of huge value and significance.

So how do you overcome resistance?

You address it. Head on. With care.?

But first you have to know where it’s coming from, and why.

Here are a few of the reasons for resistance:

1. OVERLOAD.?

The expression, “The straw that broke the camel’s back” is apt today, perhaps more than ever. When you ask them to think and act to help ignite your change, that’s one more thing on top of their huge list of responsibilities.?

“I’m already working flat out, how can I conceivably do even more?”?

So they resist, maybe even rebel, quietly or otherwise. And perhaps count on you to come back to them weeks or months from now with something that makes that change initiative obsolete.

2. CONFUSION.

Last week, last month, last year it was something else. Another change, a different priority.?

“Where does this one fit? Does it override the others?” “What am I meant to do first?” "Surely this one can wait until we’ve completed what we thought was the current priority?”

The research shows that when we’re confused or uncertain, we do not act. So they don’t. You may not know it until their inaction proves costly.

3. UNDERVALUING.

This is a big one. I believe it’s the greatest reason most change fails to ignite. You see why the change matters. But they have to see it too. And it’s all too easy for you to assume that because you get its value and significance, everyone else does too. And that’s not often true. They don’t have your distinct combination of expertise or experience. They’re not privy to what you are: the access, conversations, information, insights. They don’t have your perspective on this change and why it matters.?

“Why does it matter to me?” ?"What difference does this make to me or my team?"

Until you help them see why it matters to them too, they won’t. And the support you expect them to give to your change will not materialize.

Your leadership impact depends on your ability to engage, align and mobilize all?those who can help you realize your leadership initiatives.

Here’s my counsel:?

Express your change in the way that makes them feel that it really matters – not just to your leadership or your ambitions but to them too. Before you can do that though, you first have to know them well enough -- what they’re interested in, what they care about, what they’re concerned about. If you don’t know, ask.

Then speak about your change in the way that makes it meaningful to them. Authentically.

?

“I never thought speaking was my forte or that I’d actually enjoy it. But I do now. I speak confidently and compellingly about the two visions of change that matter most to me: women’s place in the financial industry and ensuring all Canadians have financial security in retirement. Already women are telling me, pretty vocally, that I’ve changed the industry from a female leadership perspective because they can see themselves in my role. We’ve got lots more to do but I know now how to express the leadership that will get us there." Oricia Smith, President, Sun Life Global Investments

To explore how I can help you or other senior leaders in your organization express the leadership that ignites what matters, reach out to me at [email protected].

Episode 25: Does the leader's change make them uncomfortable?

A leader’s vision of meaningful change can make others very uncomfortable. So uncomfortable in fact that they may even fight it furiously. Why is that when it’s change that could? better their lives? In this episode, Jonathan reveals the answer and what he can do about it.

Here's a taste of what's in this conversation.

Minisode Episode 25: Does this change make them uncomfortable?

Episode 25 Minisode:

“Does a ?true vision need something in it that offers ?reconciliation?”??

Change can make some people uncomfortable, even when what is now isn’t serving them well. In this minisode, Jonathan reveals what he can do as a leader to help them be more comfortable with his vision of change.

Listen to the Full Episode here.

Or on your favourite podcast platform, including Apple, Spotify and Amazon Music.

About Me

Marianne Gobeil is Founder and CEO of Illumify Inc., and an internationally recognized expert on expressing high impact leadership. She's a trusted adviser to C-suite executives and other leaders around the world, and passionate about helping leaders ignite meaningful change.

Learn more at www.illumifyinc.com and www.illumifyinstitute.com

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