I have witnessed first-hand how change can be both a catalyst for growth and a source of resistance while I guide organizations through periods of change.  Change often comes with new personnel, technology, or process improvements. You name it. And with change comes resistance. The sooner you address resistance, the sooner you achieve your change goals.

I will share my insights in this blog post and provide practical strategies to manage it effectively like a pro.

Resistance to change is a normal and natural human response to disruption.  People often become comfortable with the status quo, and change can throw them off.  However, as leaders, we are responsible for proactively addressing and managing the resistance to change. Otherwise, nothing new will ever materialize.  First, let’s understand the underlying reasons for resistance and develop tactics to overcome it.

Resistance at every level of the company

  • Leaders Leadership team members may push back against change if it requires a shift in organizational direction, challenges their authority or status, or if it conflicts with their values and beliefs. Signs of resistance are lack of active participation, disinterest, or delayed decision-making.
  • Supervisors resist if they are concerned about job security when the change involves automation or restructuring.  They may feel unprepared to handle new processes or systems and fear making mistakes.  Also, supervisors usually feel loyalty to their teams and resist changes that disrupt team dynamics or require enforcing unpopular decisions. Signs of resistance among supervisors include foot-dragging or micromanaging.
  • Rank-and-file employees resist change, as they may prefer familiar routines, especially if they’ve been doing the same work for a long time.  They become unsettled if they think the change will increase workload or reduce job security.  Moreover, changes imposed from the top without their buy-in will often be met with resistance. Clues of resistance among employees are reverting to old ways, a decline in attendance, and passive-aggressive behaviors.

 Exceptional remedies:

The common ways to reduce resistance to change include involving everyone early in the change process, communicating the reasons and benefits of the change, training, and addressing concerns. Through my experience as a consultant, I have successfully implemented these strategies and witnessed the transformative results they brought.

  1. Creating a Sense of Urgency: By creating a sense of urgency and clearly communicating the pressing reasons behind the change, I helped individuals understand the critical need for change and got them to embrace it wholeheartedly.
  2. Fostering Intrinsic Motivation: I helped employees connect their values and goals with the desired change and empowered them to take ownership of the process. This sense of autonomy and purpose fueled enthusiasm and reduced resistance.
  3. Encouraging Cross-Functional Collaboration: I encouraged cross-functional teams to work together on change initiatives, allowing different perspectives and expertise to be shared. This approach fostered a sense of collective ownership and broke down barriers to change.
  4. Utilizing Change Agents: I identified and empowered change agents within the organization, leveraging their credibility and influence. Regardless of their rank, these individuals are typically well-respected and influential among their peers. They advocated for change and helped address concerns or resistance among their colleagues.
  5. Emphasizing Continuous Learning and Development: I provided training programs and coaching sessions that supported individuals’ growth and adaptation of new initiatives. Investing in their development demonstrated a commitment to their success and created an environment that embraced change.
  6. Celebrate Small Wins: We recognized and celebrated milestones and achievements along the change journey. The leaders acknowledged and rewarded progress created a positive feedback loop, and encouraged further acceptance and adoption of the change.


Change may be challenging, but it also presents opportunities.  By focusing on the new initiatives while effectively managing resistance,  you can create a culture of positivity and growth.  Embracing those who embrace change and empowering them to champion the new way of working has proven to drive the change forward and build momentum.

Every organization is unique; the best tactics depend on the specific context and individuals involved. By incorporating these lesser-known tactics alongside established strategies, you can enhance your ability to overcome resistance and successfully navigate change within your organization.

Blomberg Consulting provides  Strategy Execution Acceleration programs and change-management services for CEOs looking to accelerate revenue and profit growth.
Book a free consultation, and let’s discuss your strategy and how to execute it faster.