The Change Trap: Why Even the Best Ideas Get Resisted (and How to Fix It)

Change is inevitable in any organization, but resistance to change is just as predictable.

Leaders often find themselves stuck in what I call the "Change Trap" - where great ideas or necessary shifts are met with skepticism, fear, or outright pushback.

Let’s break this down with practical examples and actionable strategies to help you navigate this common leadership challenge.

Why People Resist Change (Even When It’s Good for Them)

1. Fear of the Unknown??

Imagine your company is transitioning to a new software system. Even if the current system is outdated, employees might resist because they’re comfortable with it. They think, “What if I can’t learn the new system? What if it’s worse?”

Think about how you feel when your favorite app updates its interface. Even if the update is better, it’s annoying at first because you have to relearn where everything is.

2. Loss of Control?

?A manager announces a new team structure without consulting the team. Employees feel like decisions are being made to them, not with them.??

Remember when your parents rearranged your room as a kid without asking? Even if it looked better, you probably hated it because it wasn’t your choice.

3. Lack of Trust

A leader introduces a new performance review system, but employees suspect it’s just a way to cut jobs. Without trust, even well-intentioned changes are seen as threats.??

It’s like when a friend says, “Let’s try this new restaurant,” but you’re skeptical because they’ve picked bad places before.

4. The “This Too Shall Pass” Mentality

?A company rolls out a new initiative, but employees have seen similar efforts fail in the past. They think, “If I wait long enough, this will go away.”??

?It’s like when your gym announces a new class schedule. You think, “They’ll probably cancel it in a month, so why bother?”

How to Fix It: Practical Strategies for Leaders

1. Communicate the “Why” Before the “What”?

?People need to understand the purpose behind the change. Don’t just announce a new policy or system - explain why it’s necessary and how it benefits everyone.??

?Example: Instead of saying, “We’re switching to a new CRM tool,” say, “Our current system is slowing us down, and this new tool will help us serve our customers faster and reduce your workload.”

2. Involve People Early?

Get input from your team before finalizing decisions. When people feel like they’ve contributed to the change, they’re more likely to support it.??

?Example: If you’re redesigning a process, ask your team, “What’s working now, and what’s not? How can we make this better together?”

3. Acknowledge the Pain

Change is hard, and pretending it’s not won’t help. Acknowledge the discomfort and provide support.??

Example: “I know learning this new system will take time, and it might feel frustrating at first. We’re here to help you every step of the way.”

4. Celebrate Small Wins??

Show progress to keep momentum going. Celebrate milestones to remind people that the change is working.??

Example: “We’ve been using the new software for a month, and already, we’ve cut reporting time in half. Great job, team!”

5. Lead by Example

If you’re asking people to change, you need to model that change yourself.??

Example: If you’re pushing for a culture of openness, start by sharing your own mistakes and lessons learned.

A Real-World Example: Netflix’s Pivot to Streaming??

When Netflix shifted from mailing DVDs to streaming, it was a massive change. Employees and customers were used to the old model, and the new one felt risky. But CEO Reed Hastings communicated the “why” clearly: the future was digital, and Netflix needed to adapt or die. He involved key stakeholders early, acknowledged the challenges, and celebrated every milestone. Today, Netflix is a streaming giant because it navigated the Change Trap effectively.

?The Bottom Line

Resistance to change isn’t personal—it’s human.

As a leader, your job isn’t to eliminate resistance (that’s impossible) but to manage it with empathy, clarity, and persistence. By addressing fears, involving your team, and leading by example, you can turn even the most skeptical employees into champions of change.

So, the next time you’re faced with resistance, remember: it’s not about forcing people to change - it’s about helping them see why the change is worth it.