The Hidden Reason Your Team Resists Change
READ TIME - 4 MINUTES
"And where were you six months ago when we tried to tell everyone this wouldn't work?"
Mel tried not to flinch as Steve's voice rose across the meeting room. Around the table, his four team members sat with arms firmly crossed, nodding in agreement.
The air conditioning hummed in the background, doing nothing to cool the tension in the room.
She'd been warned this team was "resistant to change." But sitting here now, three weeks into her role as Change Manager, Mel was starting to see the real story.
This wasn't resistance - this was a group that had been trying to be heard for months.
If you're facing a group of stakeholders who've been burned by not being heard (and let's be real, who wants to deal with heated conversations right now - the weather’s already hot enough!), here are three ways to turn it around:
1. The "Clean Slate Listen"
This combines ‘Lean Coffee’ and the way design firms gather client feedback to capture stakeholder insights.
How to do it:
Schedule individual coffee catch-ups (somewhere cool and casual)
Ask one simple question: "Tell me what you've been trying to say"
Document every point without defending or explaining
Create a visual map of all concerns and suggestions
Show them what you heard and check you got it right
Pro tip: Use phrases like "Help me understand..." and "What I'm hearing is..." People who've been ignored need to know they're finally being heard.
2. "Quick Wins That Matter"
When stakeholders feel unheard, they need more than promises - they need proof that their input leads to real action.
Quick wins that matter aren't about ticking boxes; they're about showing respect through rapid, meaningful responses to concerns.
How to do it:
Pick the smallest, quickest concern you can actually address
Fix it fast and properly
Document exactly how their input led to the change
Share the win widely, crediting the team
Rinse and repeat
Pro tip: Keep a visible tracker of "You Said, We Did" actions. Nothing builds trust like seeing their input create real change.
3. The "Co-Design Flip"
We got this idea from seeing how top tech companies turn critics into collaborators.
This approach transforms stakeholders from change recipients into change designers. Instead of trying to convince them to accept the change, you're inviting them to help shape it - flipping the dynamic from resistance to co-creation.
The key is to be crystal clear about what elements they can meaningfully influence while being honest about what's locked in.
How to do it:
Map out what's fixed (like system features or go-live dates) versus what's flexible (like training approach, communication methods, or local work processes)
Invite the team to help redesign the elements they can influence
Give them real influence within these areas, not just token consultation
Create a simple decision matrix showing what's fixed vs what they can shape
Let them choose which flexible elements to tackle first
Make their expertise visible to project leadership
Pro tip: Start these sessions with "You know this work better than anyone. How can we make this change work better for your team?"
Look, when people have been trying to be heard for months, the last thing they want is another workshop or feedback form.
What they need is proof that this time is different.
Think of it less as managing resistance and more as making up for lost time in an important relationship. These folks aren't being difficult - they're being honest about what's not working. And that's gold for any change program smart enough to listen.
That’s it for this week.
Next Tuesday we’re sharing our approach to "Handling Unexpected Turnover in Key Positions" - Don't miss it!
See you then,
Team EVER
PS: Someone pass this on to you?
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