Resistance as Feedback

The Harvard Business Review posted an article that talked about resistance and change. Often leaders perceive resistance to change as a threat to their leadership and their vision. What if this is not always the case? Can resistance be a resource? The answer to this question is "yes!" Here's a few things to consider as you get resistance to change:

1. View resistance as feedback instead of a threat. What is the feedback you are receiving with your change proposal?
2. Boost awareness. As the initiator of change you have probably spent a lot of time processing this change. Keep in mind that the individuals hearing about this change have not had the same amount of time for this processing. In other words, you have internalized the change but others have not.
3. Change the change. If you view resistance as feedback you may end up with some good input and decide to adjust the change.
4. Build participation and engagement. Buy-in often comes from listening to concerns. Allowing people to share their concerns can open the door for partnership.
5. Complete the past. Change often has a dismal rate of success. It is not surprising that people expect history to repeat itself and resist going through it all over again. Help people understand how this change will be different from the past.

Resistance properly understood as feedback can be an important resource in improving the quality and clarity of the objectives and strategies at the heart of a change proposal. A growing understanding of this will help with a successful implementation of change.

Exerpts from Jeffrey D. Ford and Laurie W. Ford