Each employee has a unique response to change.

Two boxes on either side: current state and future state. Two lines connect the boxes, one line says some move quickly and other says some more slowly with words along the line: shock, denial, anger, blame, doubt, confusion, acceptance, adjustment, mastery.

When faced with change, employees do not want:

to feel unimportant

to look incompetent

loss of control

How to lead your team through change: A quick introduction

Managing Resistance

Managing Your Own Resistance

  • Acknowledge and Explore Your Concerns: Take time to reflect on why you feel resistant. Identify the specific aspects of the change that challenge you and seek clarity to better understand the situation. 

  • Seek Support and Perspective: Reach out to trusted colleagues or leaders to discuss your concerns. Gaining insight and advice from others can help reframe your perspective and uncover opportunities. 

  • Know When to Speak Up: If decisions are still being shaped, share your perspective in a way that aligns with organizational goals and priorities. Frame your input constructively, using language that resonates with leadership. 

  • Know When to Accept Change: Once a decision is final, shift your focus to how you can adapt. Consider how to show up authentically and lead your team in a way that fosters support, positivity, and progress. 

Managing Resistance from Employees

  • Practice Empathetic Listening: Be fully present, stay curious, listen to understand, embrace silence, and see the situation from others' perspectives. 

Need help with a change initiative?  Contact us at oe-leader@uiowa.edu.  Our change management experts are available for a consultation (at no cost).