By Prof. Dr. Nicolas T. Deuschel, Advisor to CHROs & Boards | Org Transformation & HR Strategy | ex-VP HR Swiss Re | Roland Berger & McKinsey alum
Originally Published: October 22, 2024
Leading major organizational change can feel like navigating a minefield, with resistance often cited as the primary reason for failure. This article delves into the science of change resistance, offering CHROs and board members actionable strategies to understand its root causes, manage it effectively, and transform it into a catalyst for successful organizational transformation.
The difficulty of leading change
Leading a major change initiative can feel like navigating a minefield, with resistance lurking around every corner. Resistance is often named the main reason why change efforts fail, but what if we could transform it into a catalyst for success? For CHROs, understanding organizational change management is critical.
Why do some organizations sail through transformations while others struggle to stay afloat? In my experience advising clients on organizational change and drawing on the latest research, I’ve found that successful transformations don’t just push through resistance—they understand and leverage it. This is key for leading change initiatives effectively.
So, it’s time to rethink our approach to change, moving beyond outdated models and embracing the latest insights to unlock the hidden power of resistance. In this article, I delve into the latest science, including the just-published review 2024 by Mikel-Kong and colleagues in the Journal of Management , and link it to past projects and other studies. My goal is to showcase where change resistance happens, what the warning signs are, and how to manage it effectively, especially from a CHRO role in change management perspective.
The Myth of Resistance: Why So Many Change Initiatives Fail
“We just need to get everyone on board,” a senior executive once told me when discussing a struggling change initiative. The unspoken assumption? Resistance is a personal failing—a sign of stubbornness or lack of commitment. However, this narrow focus on individuals overlooks the complex interplay of factors that can hinder change. Recent research indicates that resistance often originates from multiple sources, including how the change is implemented and the organizational structures in place. Understanding the psychology of change is crucial.
In the following sections, I’ll explore the different levels at which resistance can occur, uncover the warning signs to watch out for, and provide actionable insights for overcoming change resistance.
The 3 Key Roles in Change: Understanding Their Impact on Resistance
To effectively manage resistance, it’s essential to recognize the three key roles involved in change initiatives and how they influence resistance differently:
(Image: An illustration showing the 3 key roles in changes: Strategist, agents and recipients)
- Change Strategists: These leaders are responsible for assessing situations, determining necessary changes, and crafting plans at a high level. Their decisions and communication strategies significantly impact resistance throughout the organization. This is where board-level change strategy comes into play.
- Change Agents: Tasked with implementing change initiatives on the ground, change agents’ leadership styles and actions directly influence how the change is received. Their ability to inspire, empower, and manage uncertainty can make or break a change initiative.
- Change Recipients: The employees affected by the change. Their perceptions, skills, and engagement levels greatly influence the success of the initiative. Resistance can occur at various levels, from individual frontline employees to leaders and groups within the organization.
Understanding the distinct roles of change strategists, change agents, and change recipients is crucial for managing resistance effectively. By recognizing how each role influences resistance differently, organizations can develop tailored strategies to address specific challenges and build a resilient workforce.
Navigating Resistance at Every Level: Strategies for Success in Organizational Change Management
Resistance to change can manifest at different levels within an organization. By understanding the unique challenges at each level, we can develop targeted strategies to overcome resistance and drive successful change initiatives. At the most basic, these are the individual, group, leader, and organizational levels, each with different reasons why change resistance occurs and distinct approaches to overcome it.
4 Levels of Change Resistance and Strategies to Overcome Them
- Individual Level Change Resistance
- Why Resistance Occurs:
- Comfort with the Status Quo or Change Preference: Some employees prefer stability and routine, making change uncomfortable. While others thrive on fast-paced change as they see opportunities, they may completely shut down and resist when facing highly structured, long-term initiatives.
- Skill Gaps and Perception: Employees may fear lacking the skills to adapt or view the change as disruptive.
- Strategy: Provide personalized support and communicate clearly about the benefits of the change, aligning the approach with individual preferences to keep them engaged and receptive. Address potential change fatigue early.
- Why Resistance Occurs:
- Group Level Change Resistance
- Why Resistance Occurs:
- “Us vs. Them” Mentality: When change is mandated from the top without involving other levels, it can create division.
- Disrupted Team Dynamics: Changes can disrupt established workflows and relationships, causing teams to hesitate.
- Strategy: Involve teams in decision-making and implementation, fostering open communication to build a shared purpose and strengthen collective commitment. In a digital transformation project, changes that were well-explained and with clear scope were far more likely to be accepted by teams, even if uncomfortable.
- Why Resistance Occurs:
- Leader Level Change Resistance
- Why Resistance Occurs:
- Ineffective Leadership: Leaders who fail to inspire, support, or communicate effectively can breed mistrust.
- Lack of Transparency: When leaders are tight-lipped about the reasons for change or fail to address concerns.
- One-Size-Fits-All Approach: Applying the same strategy across diverse departments can backfire. Importantly, there are two types of change behaviors required which can be in opposition (explore innovation vs. utilize existing knowledge ).
- Cautionary Tale: One finance firm I worked with believed they needed a radical transformation. This mindset, coupled with unclear departmental needs, led to 12 vague, overlapping initiatives like “Agile Workforce Transformation” and “Cutting-Edge Tech Adoption.” Each lacked clear direction or tailoring to specific needs.
- Strategy: Adopt a leadership style that resonates with each department’s unique culture and motivations, customizing strategies to align with specific needs and fostering trust through transparency.
- Why Resistance Occurs:
- Organizational Level Change Resistance
- Why Resistance Occurs:
- Entrenched Norms: Ingrained routines, power structures, and a risk-averse culture can make organizations resistant.
- Bureaucracy and Red Tape: Rigid policies and procedures can stifle adaptability.
- Poor Change Management Communication: Overly complex communication lines, lack of involvement, or insufficient support can fuel resistance.
- (Image: An illustration showing the 3 key roles in changes: Strategist, agents and recipients)
- Real-World Example: A manufacturing company faced resistance when implementing Lean management. Employees resorted to working to rule and used contemptuous language. The resistance stemmed from the domineering way Lean was implemented and the processes involved, NOT because of individual resistance. By revising the implementation process to be more inclusive and considerate, the company could better address resistance.
- Strategy: Examine organizational processes and culture, making necessary adjustments to promote adaptability and openness, thereby creating an environment where change is embraced.
- Why Resistance Occurs:
Conclusion: CHROs Leading the Way in Overcoming Change Resistance
Resistance to change isn’t just about individual pushback—it’s a complex response influenced by roles, relationships, and structures within an organization. By understanding the sources of resistance at each level, CHROs and other leaders can develop targeted strategies for overcoming change resistance.
A thorough analysis is essential—not only by level but also by individual units or teams, as some may be ready to move forward while others hold back. Recognizing this variability allows for tailored approaches that address specific concerns and dynamics.
By taking a targeted, adaptive approach to addressing resistance at each level, organizations can create a culture that embraces change and drives success. This is a core component of effective organizational change management.
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About the Author
Dr. Nicolas T. Deuschel is a strategic HR advisor and professor with over 15 years of experience in organizational change. As an executive at a Fortune 500 company and former strategy consultant, he led initiatives that saved €8 million annually by transforming human capital management. He empowers leaders to navigate resistance and achieve real ROI using evidence-based strategies.