Blatant resistance to change is obviously a hindrance. But it can also be a sign that there is something we have overlooked, something we have missed.
Far from immediately dismissing a “no” or “I disagree”, we’d be better off asking “why?” and then listening (really listening) to the reply. None of us like to encounter resistance, but if we see it as a red flag rather than a stonewall, we can use it to help us move forwards.
Here are five reasons why we should welcome resistance.
1. No plan is perfect – someone might have identified the flaws.
We don’t know the details of everything that is going on (phew!). People might resist a new idea or a new procedure because it will impact on their day to day operations in a way that we might not have anticipated. There might be information we lack because it has not been necessary until now to share it.
Ask people to be specific about their objections: why do they see it that way? In which ways will it impact them? If they can only explain their resistance as a gut feeling, what might be a more appropriate option?
2. Resistance can provide a different point of view.
You can’t please everyone. In almost every situation, some people will end up being better off than others. However, welcome resistance in order to have access to another point of view.
Ask on what are they are basing their opinion. Have they “been there before”? Are they just letting past experience get in the way of development or are they really being able to see things in a different way?
3. No resistance? Is no-one taking ownership?
I’ll just go along with it. If it doesn’t work, it’s not my problem.
That’s the last thing you want anyone to think. Resistance is the first sign that people are accepting they will have a part to play in the new order. They know the change will affect them and they might just be looking out for themselves. Or they might really be concerned about the effect the change will have on their work, the team and the organisation.
It is not easy to voice resistance – nobody likes to be the one preventing others from moving forwards. It takes courage to speak out – find out what lies behind this.
4. If we don’t hear any objections: does it really mean they aren’t there?
Worse than hearing people’s objections is not hearing them. Make sure you create an environment where people can voice their disagreement if it’s there.
It’s much better to hear that people are unhappy or disagreeing with your plans than for everyone to go along with them, uncommitted and waiting for disaster to strike.
(For more on the dangers of no-one voicing their opinion, see Healthy Disagreement.)
(For ideas on how to create an environment where people feel free to speak out, see Fomenting Transparency.)
5. Welcome objections from people who care.
Sometimes all that people need to buy into a proposed change is to feel like they matter, like they are being heard, like they have been taken into account.
Anticipate their objections and have answers to their questions. Don’t dismiss resistance you hadn’t anticipated. Ask yourself: Why? Why did this take me by surprise? How can I address it?
Don’t pretend to have all the answers. If an objection takes you by surprise, ask for more information, ask for time to consider it. If you end up sticking to your guns, explain why, show that you have considered all the options and decided on what you think is best for everyone involved, for your team, for your organisation.
More importantly, for your own state of mind, by dealing with resistance in this way you might feel like you are using it to make things better in the long-term rather than just pushing people away.
