One of the biggest challenges I hear from leaders is how to deal with change resistance.  But what if rather than want to avoid it, we embrace it.  We understand it and actively work through it, knowing that it is expected.  We welcome it.  We feel it and process it.  Because we are all human.

And because we are human, our brains are wired to protect us. Our brain constantly scans for danger and finds it. Emotionally, physically, and practically speaking we see change as a threat, we protect ourselves. This happens largely in our unconscious minds, which makes it challenging to change. We need to bring the thoughts and emotions to the surface, understand to change.  

Resistance 5 Reasons:

1. Fear:  Of the unknown, the uncertainty of the impact on us, the fear of leaving the cave. (According to the motivational triad, we are wired to prioritize the following: Avoid pain. Maintain efficiency. Seek pleasure.).  
2. Complacency:  It is easier to stay put, there is no urgency to change (i.e., maintain efficiency).
3. Stress and/or Overwhelm: When there is too much anxiety  in our brains, we can’t think through the ramifications of the change; we can get sick/shut down; when we’re overwhelmed it’s easy to stuck in inaction; decision making seems difficult and moving forward is a challenge.  See Podcast 23 Indecision
4. Rewards/Status:  We are confident and competent in what we are doing, we’ve achieved status in being effective at our roles, tasks and/or responsibilities, we don’t want to jeopardize our credibility or status (i.e., seek pleasure) to move toward the future.
5. Independence:  We don’t want to be told what to do, it triggers a threat to our sense of freedom, being forced to comply.

5 Strategies for moving through resistance:

1.    Why:  Tell them why;  be consistent in the messages; be clear and urgent.
2.    Drivers:  Be informed about what is driving change in your industry and organization so you can be prepared, knowledgeable and ready to communicate to your team.  Change is prompted in two ways: External and Internal.
3.    Engagement:  Engage people in the process of change; be collaborative. Work through emotions upfront and directly or experience them later.  
4.    Learning and growth:  Create an expectation that learning & growth is vital and expected.  If you create an environment in which others have the opportunity and expectation to evolve, change because less frightening. 
5.    Consequences:  At the end of the day, we are responsible for guiding ourselves and others through the process.  Not everyone will make it through the change. Understand and accept it is their choice, and with that choice comes consequences. See Podcast 26 The Manual  

Bring the emotions to the surface.  Be transparent.  Allow vulnerability.  You need to help others (and yourself) share emotions and understand them to process them fully and effectively.

 “The pessimist complains about the wind. The optimist expects it to change. The leader adjusts the sails.” – John Maxwell   So rather than complaining about resistance, or expecting it to go away, let’s adjust our strategies.  Welcome it.  Know that its just our brain operating effectively

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