Resistance to change is often a negative reaction based upon a few simple beliefs. Rick Maurer, change management expert and author, breaks down three of the major reasons people push back against change.
I Don’t Get It
First, resistance to change often comes from a lack of information, disagreement with data, inadequate exposure to critical information, or confusion about what the change entails. It’s a thinking and rational world, driven by facts, figures, and logical arguments. To address this, ensure clear communication, make a compelling case for the change, and use varied communication channels to reach everyone effectively.
I Don’t Like It
Next, this second level reflects an emotional reaction to change, fueled by fear of losing face, status, control, or even one’s job. It cannot be casually dismissed with a “just get over it” approach. When in Level 2, people may feel their survival is at stake, making communication challenging. Highlight the benefits of the change, involve individuals in the process, and maintain transparency, especially when the change might have adverse effects.
I Don’t Like You
Finally, this level revolves around trust and confidence in the leadership behind the change. People may resist not the idea itself but the individuals championing it. This lack of trust can be rooted in experiences or skepticism that lead them to doubt the sustainability of the change. Recognizing Level 3 is crucial, as addressing it often gets overshadowed in change management discussions.
Turn Resistance Into Support
To navigate these levels of resistance effectively, consider the following strategies:
For Level 1: Make Your Case
- Articulate why the change is necessary before discussing how to implement it.
- Present the change using language that resonates with your audience.
- Employ various communication methods to ensure a comprehensive understanding.
For Level 2: Reduce Fear and Amplify Positives
- Emphasize the personal benefits the change will bring.
- Involve individuals in the change process to gain their support.
- Practice honesty, especially when the change might involve difficult choices.
For Level 3: Repair Relationships
- Take responsibility for any past actions that contributed to strained relations.
- Uphold commitments and demonstrate your trustworthiness.
- Foster personal connections through shared experiences, particularly if resistance is linked to the group or entity you represent.
In summary, understanding these levels of resistance and tailoring your approach can help transform resistance into active support, ultimately promoting a smoother and more successful change journey.
