People ask me all the time, “Kevin, how can I overcome resistance to change?”
That question comes up so often because many leaders see resistance as a bad thing — as something to avoid or fix as quickly as possible. But what if that’s the wrong way to think about it?
Let me ask you a question: would you rather face resistance or apathy?
When I pose that to groups of leaders, nearly everyone says they’d rather deal with resistance. And they’re right. After all, apathy is almost impossible to work with. You can’t move a person who doesn’t care.
Resistance, on the other hand, is energy. When people roll their eyes, challenge your ideas, or ask tough questions, they’re showing you that they care enough to respond. That’s not a bad thing. In fact, it’s a very good thing.
Resistance Is Energy — and It’s Natural
Even when we’re excited about a change we’ve chosen ourselves, there’s often a moment when we pause and ask, “Wait, what about…?” That moment of hesitation is resistance. It’s human. It’s built into how we process uncertainty and adjust to new realities.
So the first mindset shift is simple but powerful: resistance is both natural and useful. Once we see it that way, we can lead through it far more effectively.
Acknowledging Resistance (Instead of Ignoring It)
Too many leaders try to avoid resistance. They don’t want to bring it up, or they fear they won’t have all the answers. But ignoring resistance doesn’t make it go away — it’s like shaking a can of soda. The longer you ignore it, the more pressure builds up. Eventually, it explodes.
The better approach is to acknowledge the resistance.
Listen. Ask questions. Let people feel heard.
You don’t have to agree with every concern, but when you acknowledge someone’s resistance, you release some of that built-up pressure. You create space for a real conversation.
Valuing Resistance
Beyond acknowledgment, there’s value in resistance itself. Even if people don’t have all the information, or their assumptions are off, their pushback often points to something important. Maybe they see risks or challenges you’ve overlooked. Maybe they’re protecting something they believe is essential to success.
So don’t rush to change their minds. When they push, you don’t have to push back. Instead, see resistance as data — as insight into how people are thinking and feeling about the change.
Using Resistance to Move Forward
When we shift from seeing resistance as a threat to viewing it as information and energy, we can use it to improve our plans and strengthen commitment.
Ask yourself:
What can I learn from this resistance?
What part of the change can I clarify or adjust?
How can I engage this person to co-create a better outcome?
When you take this approach, resistance becomes a catalyst for understanding, trust, and ultimately, progress.
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