What change asks of people…
Here is something I have learned and confirmed in over two decades of HR leadership: Most change doesn’t fail because people are unwilling. It fails because leaders underestimate what change asks of people.
When change stalls, resistance is often a signal – not a problem. It’s telling us:
· The why isn’t clear or compelling
· Something important feels at risk
· Leaders aren’t fully aligned, even if they say they are
· The organization is asking for change without making space for it (People are overloaded.)
· Expectations have outrun skills, tools, or support
· Culture and informal norms are pulling in a different direction… and quietly defeating strategy
· It doesn’t feel safe to speak up, to question, or to try something new, or to get it wrong
Here’s the leadership shift that matters most:
- Stop asking, “Why are people resisting?” or “Why won’t people change?”
- Start asking, “What conditions have we created that make change hard?” and “What conditions do we need to strengthen so people can succeed?”
People don’t resist change. They resist loss, confusion, and feeling powerless. They resist being asked to comply without being equipped. Sustainable change doesn’t come from pushing harder. It comes from designing workplaces where clarity, trust, and accountability make change possible. It comes from designing the conditions where people can move forward together.