How do you engage participants who resist change?

Change is inevitable, but not everyone welcomes it with open arms. As a facilitator, you may encounter participants who resist change for various reasons, such as fear, comfort, or habit. How do you engage them in a constructive and respectful way, without compromising your goals and outcomes? Here are some tips to help you deal with change resistance in your facilitation sessions.

1 Understand the root causes

The first step to engaging participants who resist change is to understand why they do so. Change resistance can stem from different sources, such as emotional, cognitive, or behavioral factors. For example, some participants may feel threatened by the change, others may not see the value or logic of it, and others may simply prefer the status quo. By identifying the root causes of resistance, you can tailor your approach and communication to address them.

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Luciano Santini PH.D.

Dr. Santini has established himself as a trusted authority in his field, helping individuals and organizations achieve their goals and reach their full potential. Developer of the EVAN Leadership Style
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I have had some experience with this kind of issues in the past where upper management had no experience on how to give feedback without making me feel bad abo t myself and I learned that by Incorporating the EVAN leadership style into your leadership approach can facilitate a positive and constructive feedback environment, supporting your team members' career development effectively while minimizing potential issues.

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Cindy-Lize Naidu

Management Advisor: Change Management at eThekwini Municipality
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I first acknowledge those directly and indirectly affected by the Change, their experience and organizational knowledge/memory. it is also important to create a 'safe space' and build trust when supporting teams through transition. It may feel like a long process, especially to those who want to implement the change but it does work, finding the root cause for possible resistance through a readiness assessment is also important. Work with those willing to change, the rest of the team will buy into it as the process unfolds.

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2 Acknowledge and validate

The second step to engaging participants who resist change is to acknowledge and validate their feelings and concerns. Ignoring or dismissing resistance can make it worse, as it can create resentment, distrust, or hostility. Instead, show empathy and respect by listening actively, asking open-ended questions, and paraphrasing what they say. This can help you build rapport, reduce defensiveness, and create a safe space for dialogue.

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David King (he/him/his)

Learning & Development Activist
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Acknowledge their concerns and listen actively to understand their perspective. Communicate the reasons behind the change, emphasizing its benefits and addressing potential drawbacks. Provide clear and consistent information about the change, using various communication channels. Foster a culture of psychological safety where employees feel comfortable expressing their concerns without fear of reprisal. Assign change champions or mentors to provide guidance and reassurance. Engaging resistant participants involves empathy, effective communication, involvement, support, recognition, and a nurturing environment that encourages open dialogue and learning.

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3 Involve and empower

The third step to engaging participants who resist change is to involve and empower them in the process. Change can be more acceptable and meaningful when people have a sense of ownership and influence over it. Therefore, invite them to share their ideas, opinions, and feedback, and incorporate them into the design and implementation of the change. Also, provide them with clear roles, responsibilities, and expectations, and support them with training, coaching, and resources.

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4 Communicate and educate

The fourth step to engaging participants who resist change is to communicate and educate them about the change. Change can be confusing and overwhelming when people don't have enough information or understanding about it. Therefore, explain the purpose, benefits, and impact of the change, using simple and relevant language, examples, and stories. Also, address any myths, misconceptions, or objections that they may have, and provide them with facts, evidence, and testimonials.

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5 Celebrate and reinforce

The fifth step to engaging participants who resist change is to celebrate and reinforce their progress and achievements. Change can be challenging and stressful, and people may lose motivation or confidence along the way. Therefore, recognize and appreciate their efforts, contributions, and successes, and provide them with positive feedback, recognition, and rewards. Also, monitor and evaluate the outcomes of the change, and share the results and learnings with them.

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6 Adapt and adjust

The sixth step to engaging participants who resist change is to adapt and adjust your facilitation style and strategies according to the situation and the needs of the group. Change is dynamic and complex, and you may encounter unexpected obstacles, conflicts, or opportunities. Therefore, be flexible and responsive, and use different tools, techniques, and methods to facilitate the change process. For example, you may use icebreakers, games, brainstorming, storytelling, or visualization to enhance engagement, creativity, and collaboration.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Karen Taylor, MA, ACC

Creating Futures That Matter: Helping You Thrive in Work, Business & Life with Events, Resources & Community-Powered Support | CIC Founder | Making Coaching, Mentoring & Strategy Accessible | ICF Accredited Master Coach
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Understanding the root cause & the underlying reasons for their resistance is important of the resistance before attempting to engage through the resistance. Are there past experiences, beliefs, or fears holding them back - identifying root causes can help address the resistance more effectively. Building Trust & rapport, using techniques such as motivational interviewing can explore & resolve ambivalence about change. But it’s important the person displaying resistance has the opportunity to articulate their feelings/concerns relating to the change.

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How do you engage participants who resist change?

1

2

3

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5

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1 Understand the root causes

2 Acknowledge and validate

3 Involve and empower

4 Communicate and educate

5 Celebrate and reinforce

6 Adapt and adjust

7 Here’s what else to consider

Facilitation

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How do you engage participants who resist change?

1

2

3

4

5

6

7

1 Understand the root causes

2 Acknowledge and validate

3 Involve and empower

4 Communicate and educate

5 Celebrate and reinforce

6 Adapt and adjust

7 Here’s what else to consider

Facilitation

Rate this article

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