Identifying Resistance: Leveraging Appreciative & Somatic Leadership

As a leader, I’ve encountered the highs and lows of guiding teams through change. One of the most challenging and formative experiences in my career involved witnessing the catastrophic effects of poor leadership when addressing resistance. This experience not only shaped my understanding of resistance but also deepened my commitment to find a better approach. In my studies I have found that applying appreciative and somatic leadership skills is the key to better serve my teams.

The Wake-Up Call: My Experience with Poor Leadership and Resistance

Several years ago, I was part of a leadership team tasked with implementing a significant organizational change. The change was necessary and well-intentioned, but the resistance from the team was tangible from the start. Instead of recognizing and addressing this resistance, the leadership—myself included—pushed forward, assuming that the team would eventually get on board.

We were wrong.

The result was a disastrous drop in morale, productivity, and trust. Team members who had been enthusiastic contributors became disengaged and resentful. Communication broke down, and the project that was supposed to propel us forward ended up setting us significantly back. It was a harsh lesson in what happens when resistance is ignored or, even worse, mishandled.

Reflecting on that experience, I realized that the failure wasn’t due to the resistance itself but to how we, as leaders, responded—or rather, didn’t respond—to it. We viewed resistance as an obstacle to overcome rather than as valuable feedback that could guide us toward a more successful outcome. This realization led me to explore and eventually adopt appreciative and somatic leadership skills, which have since transformed how I approach resistance.

Understanding Resistance

Resistance in the workplace typically arises when individuals or teams feel threatened by change, uncertain about new directions, or undervalued in their contributions. It can show up as passive-aggressive behavior, decreased productivity, or even outright opposition to initiatives. However, resistance is not inherently negative. It is often a sign that deeper issues need to be addressed and can serve as an opportunity for growth if approached with the right mindset and tools.

The Role of Appreciative Leadership

Appreciative leadership focuses on recognizing and building on the strengths and potential within a team. Rather than concentrating on problems or deficits, appreciative leaders look for what is working well and seek to amplify these successes. This approach can be particularly effective in identifying and addressing resistance, as it shifts the conversation from what’s wrong to what’s possible.

Key Appreciative Leadership Skills for Identifying Resistance:

- Active Listening: By truly listening to your team, you can pick up on subtle cues of discomfort or hesitancy. Listening without judgment allows for an open dialogue where team members feel safe expressing their concerns. One of the most significant changes I made was committing to truly listen to my team. In the past, I might have tried to quickly “fix” issues without understanding the underlying causes. Now, I listen to understand, not just to respond. This shift has allowed me to identify resistance early and address it more effectively.

- Positive Inquiry: Asking questions that focus on positive outcomes can help uncover the underlying causes of resistance. For example, instead of asking, "Why is this not working?" an appreciative leader might ask, "What can we do to make this work better?". This approach has opened up more constructive conversations and helped me uncover hidden strengths within the team that can be leveraged to overcome resistance.

- Strengths-based Feedback: Offering feedback that highlights strengths rather than weaknesses can reduce defensiveness and encourage team members to engage more fully with change initiatives. In the past, feedback often centered on what wasn’t working, which only deepened resistance. By focusing on what team members were doing well and how those strengths could be applied to new challenges, I found that resistance often softened, making it easier to navigate changes.

The Role of Somatic Leadership

Somatic leadership, on the other hand, emphasizes the importance of body awareness and presence in leadership. It is based on the understanding that the body holds wisdom and that physical responses can provide valuable insights into resistance. By tuning into both your own and your team’s somatic signals, you can identify resistance that might not be verbally expressed.

Key Somatic Leadership Skills for Identifying Resistance:

- Body Awareness: Being attuned to your own physical sensations can help you recognize when you are experiencing resistance yourself. For instance, I noticed that I would often feel a knot in my stomach or tension in my shoulders when discussing certain topics. These physical cues were signals that I was experiencing resistance, even if I hadn’t acknowledged it mentally.

- Observing Non-verbal Cues: People often communicate resistance through their body language. Crossed arms, lack of eye contact, or a defensive posture can be indicators that someone is not fully on board with a plan or idea.

- Mindful Presence: Finally, I learned the importance of staying present and grounded in the moment. This mindfulness helped me respond to resistance with calm and empathy, rather than reacting impulsively out of frustration or anxiety. This presence can create a calm, grounded atmosphere where team members feel more comfortable discussing their concerns.

Integrating Appreciative and Somatic Leadership

By combining appreciative and somatic leadership skills, leaders can create a holistic approach to identifying and addressing resistance. This integration allows leaders to recognize resistance not just as a barrier but as a meaningful communication that, when understood and addressed, can lead to stronger, more cohesive teams.

Steps to Integrate These Approaches:

1. Start with Self-Awareness: Use somatic practices to become aware of your own resistance and biases. This self-awareness is the foundation for understanding how you might unconsciously contribute to resistance in your team.

2. Engage in Positive Dialogue: Use appreciative inquiry to initiate conversations about resistance. Focus on what team members value and what they hope to achieve, rather than what they fear.

3. Pay Attention to the Body: During discussions, observe both your own and your team’s non-verbal cues. This will help you identify when resistance is present, even if it’s not explicitly stated.

4. Respond with Empathy: When resistance is detected, respond with empathy and understanding. Acknowledge the concerns and work together to find a solution that aligns with the team’s strengths and goals.

Resistance is a natural part of any organizational change process, but it doesn’t have to be a roadblock. By employing appreciative leadership to foster a strengths-based approach and somatic leadership to stay attuned to non-verbal cues, leaders can identify and address resistance more effectively. This dual approach not only mitigates the negative impacts of resistance but also transforms it into an opportunity for growth and development. As a leader, embracing these skills can enhance your ability to guide your team through change with confidence and compassion.