Chapter Six
Resistance to Change
Images of Managing Change
Images
Perspective on Resistance to Change
Director
Resistance signifies that not everyone is on board with
the change program. Managerial skills can be acquired
to overcome this.
Navigator
Resistance is expected and represents different
interests within the organization. It should be overcome
but this is not always possible.
Caretaker
Resistance is short-lived and change will occur
regardless of attempts to stop it.
Coach
Resistance is to be expected and managers need to
show others that the resistance does not promote
effective teamwork.
Why Change is
Resisted?
Interpreter
Resistance occurs when the change is not interpreted
well or understood. The manager’s role is to clarify the
meaning of change.
Managing
Resistance
Nurturer
Resistance is irrelevant to whether the change will
occur. Resistance is a matter of guesswork by the
resistor.
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
6-2
Resistance to Change
Images of
Managing
Change

Resistance is a very real and common
issue that is faced by change managers
during the process of change.

It can be considered “tridimensional” –
made up of three components:
◦ Affective: how a person feels about
change
◦ Cognitive: what they think about it
◦ Behavioural: how they act or what they
do in the face of change.
 The behavioural response may take
active or passive forms.
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
Why Change is
Resisted?
Managing
Resistance
6-3
Signs of Resistance: Active
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
• Being critical
• Finding fault
• Ridiculing
• Appealing to
• Intimidating or
•
•
•
•
•
Why Change is
Resisted?
•
fear
Using facts
selectively
Blaming or
accusing
Sabotaging
•
•
•
threatening
Manipulating
Distorting
facts
Blocking
Undermining
Starting
rumours
Arguing
Managing
Resistance
6-4
Signs of Resistance: Passive
Images of
Managing
Change

Agreeing verbally but not following
through (“malicious compliance”)
Resistance to
Change

Failing to implement change
Signs of
Resistance:
-Active
-Passive

Procrastinating or dragging one’s feet

Feigning ignorance
Why Change is
Resisted?

Withholding information, suggestions,
help, or support
Managing
Resistance

Standing by and allowing change to fail
6-5
Why Change is Resisted?
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive





Why Change is
Resisted?

Managing
Resistance

Dislike of change
Discomfort with uncertainty
Perceived negative effects of
interests
Attachment to the organizational
culture/identity
Perceived breach of psychological
contract
Lack of conviction that change is
needed
Lack of clarity as to what is needed
6-6
Why Change is Resisted?
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
Why Change is
Resisted?







Belief that the specific change being
proposed is inappropriate
Belief that the timing is wrong
Excessive change
Cumulative effects of other changes
in one’s life
Perceived clash with ethics
Reaction to the experience of
previous changes
Disagreement with the way the
change is being managed
Managing
Resistance
6-7
Managing Resistance
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
Why Change is
Resisted?
Managing
Resistance

A “Situational” Approach:
◦ this proposes six methods for managing resistance
that should be chosen based on contextual factors.
Method
Context
Education & Communication
resistance is due to lack of
information
Participation & Involvement
Resistance is a reaction to a sense
of exclusion from the process
Facilitation & Support
Resistance is due to anxiety and
uncertainty
Negotiation & Agreement
Resistors in a strong position to
undermine the change process
Manipulation & Cooperation
Other methods are too time
consuming or resource demanding
Explicit & Implicit Coercion
Change recipients have little
capacity to resist; survival of the
org. is at risk without the change
6-8
Managing Resistance
Images of
Managing
Change

◦ here resistance has four psychological states
through which people progress – denial,
resistance, exploration and commitment. This
has implications for how managers may
intervene.
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
Why Change is
Resisted?
The Resistance Cycle, aka “Let
Nature Take Its Course”:

“Creative Counters” to Expressions
of Resistance:
◦ this focuses on a micro-aspect of change –
comments that might signal resistance and
comments that managers may use to counter
the expressed sentiment.
Managing
Resistance
6-9
Managing Resistance

Thought Self-Leadership:
Resistance to
Change

Tinkering, Kludging, and Pacing:
Signs of
Resistance:
-Active
-Passive

The “Power of Resistance”:
Images of
Managing
Change
Why Change is
Resisted?
Managing
Resistance
◦ Resistance to change can be overcome by
influencing the perceptions of individuals
that drive the way they react to change.
◦ This reconfigures existing business
practices and models to make change
successful.
◦ Resistance can be used to build support
for change in the organization.
1.
2.
3.
4.
5.
maintain clear focus,
Embrace resistance,
respect those who resist,
relax,
join with the resistance.
6-10
Managing Resistance
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
Why Change is
Resisted?

The Resistance Profile:
◦ The likely resistors and their
reasons for resistance
◦ The likely strength of the resistors
◦ The likely manifestations of the
resistance
◦ The potential for the resistance to
undermine the change initiative
Managing
Resistance
6-11
Exercise 6.5: Ajax Minerals