Change Resistance

What it is

Change resistance is a reluctance or refusal to partially or completely accept a change
Can be an active or passive response, for example flatly refusing to accept the change or intentionally delaying the adoption
Resistance can occur at any level of the organization from the individual level, group/team level to organization or even societal level
Change Resistance can arise at any point during the change cycle

(Alina et al., 2020)

How a person or team resisting change looks will depend on what is driving their resistance.

Most common signs of change resistance are:

Fear, Anger or Frustration
Consistently asking for justification of the change
Passive resistance or frequent delays in completing tasks to milestones that are part of the change
Open hostility or arguments with leaders about the change

(Alina at al, 2010; Seppala et al., 2012)

Staff have not bought into or accepted the change
Fear of the change and the impact it will have on the person/team/organization
Change conflicts with organizations culture or the identity of the person or team
Lack of understanding of change, rational and purpose
Lack of trust in leadership or change makers
Staff feel a loss of power or that they have no input into the change
Organizations culture does not embrace or support change

(Farrara-Love, 1997; Seppala et al., 2012)

Decrease in staff moral and engagement
Increase in confusion resulting in inconsistent practices
Loss of organization and/or leaders reputation
Increasing resistance to existing and future changes
Poor patient outcomes (healthcare setting) or customer dissatisfaction (private industry)
Disconnect between organizational guiding principles and daily operation
Undesired changes to organization's culture

(Alina et al., 2020; Ferrara-Love, 1997)

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