How To Overcome Employee Resistance To Change

How To Deal With Pushback Successfully


Boost Confidence

Gain confidence and new skills to tackle challenges and communicate effectively under pressure.

Embrace Change

Learn why and how to smoothly transition into new ways, reducing fears and building trust.

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Why Choose This Training?

More Than Just A Course Of Lectures

What gets in the way of developing and holding on to new communication skills are old habits of thinking and speaking. Even if the advice is very good the reason why it rarely sticks are the mental habits people inevitably revert to, especially under pressure.

Unlearning those old habits and internalising a more effective and lasting approach to communication needs more than a short course of lectures on how to do it.

What Makes This Training Stand Out?

What makes this training stand out is the exceptional support through one-to-one coaching sessions and continuous feedback. Changing behaviour is not an easy task as old habits are hard to break.

With a 40-year track record we can help you cultivate practical skills, and build your confidence to so you can successfully navigate real-world challenges, ensuring lasting behavioural improvements.


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Course Summary

Training Objectives

Facing resistance to change in the workplace is common. Studies show that over 70% of change efforts fail due to employee resistance. This training course will offer practical tips and strategies to reduce this friction and ease your team into new ways of working. It could provide you insights that could transform your approach.

  • Understanding why employees resist change, like fear of job loss or poor communication, is crucial. Being open about changes and involving everyone helps reduce fears.
  • Change management is important for a smooth transition. Training leaders in managing change makes it easier for teams to adapt.
  • Building trust through clear communication and showing empathy can turn resistance into acceptance. Leaders should share the reasons behind changes clearly and involve team members in discussions.
  • Setting up support, like training for new skills or creating feedback loops, ensures employees feel valued and part of the change process.
  • Using emotional intelligence by listening to concerns, addressing them thoughtfully, and encouraging innovation can help overcome resistance effectively.

Develop Your Emotional Intelligence

You will learn a set of powerful emotional intelligence communication techniques so that you can manage difficult conversations, handle challenging situations, build relationships and set firm boundaries.

Transferable Skills

The goal of this training is to equip you with the tools you need to build strong, lasting relationships in your professional life, although because these skills are so transferable many clients report vast improvements in their personal relationships as well.

Develop Skills

This is a skills development rather than just a theoretical programme, so the emphasis throughout will be on you taking turn after turn, practising your skills, while receiving feedback and coaching about your effect on others.

Repeated Practice and Feedback

In your coaching sessions you will be helped to practise dealing with the kinds of situation you find challenging, again and again, until you are confident you can do it successfully.

Video Analysis

We'll combine practical, hands-on experience with video replay and analysis and discussion of the principles involved to help you gain both skills and understanding. Special attention is paid to your individual training needs, so you can practise your skills in real-life situations that you have to handle at work.

Sustained Change

That's why as well as your place in a small group, this training includes a generous amount of private and confidential one-to-one coaching sessions online, spread over several months, ensuring an exceptional level of support. This will ensure the changes you make are sustained over a longer period of time and any obstacles are overcome. Choose between online training available worldwide, or in-person face-to-face courses in the UK.

Course Dates and Price

For a list of upcoming course dates (for online coaching and face-to-face training), the locations of the next 3-day public courses in the UK and pricing Click here.

Free Initial Session

This initial coaching session serves as an introduction to the "Skills with People" course, allowing you to understand the course's relevance and effectiveness for your specific needs before committing to it.

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People who feel understood are more receptive

 Understanding the top reasons why people resist change

Understanding why people resist change helps us tackle it head-on. Fear of losing jobs, not knowing what's next, and feeling out of the loop are big reasons folks push back on new ways of doing things.

Job loss

People often worry about losing their jobs during changes at work. This fear can make them resist new ideas and ways of doing things. They think they might not fit into the new plan or have the skills needed for the change.

So, feeling safe in their job is key to getting them on board with change.

Organisations should talk openly about job security and how they value everyone's role. If some roles do need to change, it's crucial to offer support like training for new skills.

This approach helps employees feel more positive and ready to embrace change instead of fearing it.

Poor communication and engagement

Poor communication and engagement make it hard for employees to grasp why changes are happening. Leaders sometimes forget to talk about the big picture. They keep details to themselves, thinking staff will just follow along.

This leads to rumours and fear amongst the team. Employees start feeling left out and become resistant.

Trust plays a big role in how well people accept new ways of doing things. After discussing issues with communication, it's clear that building trust is another important step in managing change.

Lack of trust

Lack of trust makes employees worry. They think the bosses might not be honest about changes and how these changes affect their jobs. It's tough for workers to accept new ways when they're not sure if leaders are telling the whole truth or have their best interests at heart.

Building trust needs clear, open communication. Managers should share plans and listen to team worries. This way, everyone knows what's happening and feels part of the change. Trust encourages teams to support new ideas and work together towards success in managing change in the company.

The unknown

The unknown scares employees because they can't see what's coming. They might worry about how changes will affect their job or if they can keep up with new ways of working. It's like stepping into a dark room, not knowing what you'll find.

This fear makes people want to stick with what they know, even if it's not the best way to do things.

Poor timing adds to the problem. If change comes at a bad time, it feels like too much to handle. Next, we’ll talk about why this timing matters so much and how getting it right can make all the difference.

Poor timing

Poor timing can make things go wrong. Launching a big change at the end of the financial year? Not great if everyone is busy. Or starting it right before a holiday season? People might resist because they're already stressed or not fully focused.

Timing is key in overcoming resistance to change.

Choosing the right moment matters a lot. It's like planting seeds. Do it in winter, and they won't grow. Same goes for organisational changes; find a time when employees are ready and open to new ideas, making the change process smoother and more likely to succeed.

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People can't help arguing when they feel misunderstood

Why Change Management Is Important

Change management is key for keeping everyone on the same page during big shifts in a company. It helps make sure changes happen smoothly and that they last. With good change management, employees understand why changes are needed and how they'll help in the long run.

This cuts down on resistance and keeps morale high.

It also means there's less chance of projects failing because people weren't ready or didn't buy into the new ways. Training in change management equips leaders with the tools to guide their teams through transitions effectively.

So, mastering these skills can lead to successful organisational transformation, keeping businesses ahead of the curve.

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He's now far more aware of his impact on others

Importance of Change Management

Change management matters a lot. It helps things go smoothly from the start and deals with problems when people don't like new ways.

Doing it right from the start

Getting it right from the start means planning well. Good plans help manage change smoothly. They show how to move forward and deal with problems. To do this, leaders must use clear goals and involve everyone who will be affected by the changes.

Leaders also need to train their teams on managing change. This training gives people the tools they need to accept new ways of doing things. With strong support, employees feel more confident during organisational transformations.

This approach sets the stage for a successful shift in how things are done daily.

Expecting resistance

Expecting resistance is key in managing change. It's normal for employees to resist new ways. They might worry about losing their jobs, feel left out of the loop, or just not trust what’s coming next.

Change means stepping into the unknown, and that can be scary. By knowing this ahead of time, you can plan better.

Good planning helps you tackle these fears head-on. You’ll know to talk more with your team, build trust, and explain why changes are happening. This makes it easier for everyone to move forward together.

So always expect some pushback -- it's a part of change management training you can't ignore.

Formally managing resistance

Formally managing resistance means setting up clear steps and plans. First, identify who finds change hard and why. Understanding their fears or concerns is key. Then, create a plan to help them see the benefits of change.

This might include training sessions or meetings where they can ask questions and get more details.

Having leaders who are good at managing changes helps a lot. They need to be clear about what is happening and why it's good for everyone. Leaders should also listen well to people's worries and work to solve them together.

Building trust this way makes people feel more comfortable with new things happening in the workplace.

Strategies for Overcoming Resistance to Change with Emotional Intelligence

Using emotional intelligence to meet head-on with resistance can turn the tide in your favor. Show understanding, explain changes clearly, and engage everyone's thoughts for a smoother journey ahead.

Keen to learn more? Keep reading.

Empathise, empathise and show more empathy

To truly overcome resistance to change, start by putting yourself in your employees' shoes. Think about how they might feel scared or unsure about new ways of doing things. This fear can come from thinking they might lose their jobs or not know enough to keep up with changes.

Show that you understand these feelings. Talk about them openly and show care.

Next, make sure people know why changes are happening. This means explaining things clearly and showing how the change is good for everyone - not just the company but for them personally too.

After all, feeling part of something bigger can turn doubt into support. Now let's look at how offering a proper explanation plays a crucial role..

Offer an explanation

Offering an explanation means showing people why change is happening. It's about making things clear. Explain the reasons behind decisions and changes in a way everyone can understand.

This helps employees see the bigger picture and how they fit into it.

People feel better when they know what's going on. A good explanation can turn doubts into support for new ideas. It makes sure everyone is moving together towards success in organisational transformation and change initiatives.

Communicate the reason for the change effectively

Talk about the change openly. Tell employees how the change will make things better. Explain how it fits into the big picture. This helps everyone understand and get on board. Use simple words so all can grasp what you're saying.

Listen to what your team has to say, too. Their thoughts can give new insights or show areas that need more clarity. By sharing ideas, trust grows and people feel valued – making them more open to change.

Consult people to win them round (if appropriate)

Asking people for their thoughts can help win them over. It shows respect and values their input. This method turns potential opponents into allies by making them feel part of the process.

By consulting employees, you gather fresh ideas and insights which could improve the change plan.

Making everyone feel included helps build a team spirit. People are more likely to accept change if they've had a say in it. Their feedback can also highlight areas that might need extra attention or support, ensuring the change is successful from day one.

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She now feels more confident in tackling people

Tactics for Dealing with Resistance

Facing resistance? Here's the trick. Apply smart tactics that tackle the real issues head-on, keeping teams on track and moving forward.

Structuring teams effectively

Creating smart teams is key for change. Mix skills and backgrounds to get fresh ideas. Leaders should guide but also listen, making everyone feel part of the process. This builds trust and breaks down fear of the unknown.

Next, we'll look at setting goals that people can really get behind.

Setting achievable and engaging targets

To tackle employee resistance, setting achievable and engaging targets is key. Goals need to be clear, so everyone knows what they aim for. This makes the team feel included in change projects.

They see where their work fits into the bigger picture. Make these targets exciting to spark interest and drive.

Next up, we look at how resolving conflicts can smooth out transitions..

Resolving conflicts

Resolving conflicts is key in handling resistance. It means finding where people disagree and fixing these issues. Leaders must listen, understand the problems, and come up with solutions that work for everyone.

This approach makes employees feel heard and valued, helping to ease their worries about changes at work.

Good leaders also show examples of how conflicts were solved in the past. They use these stories to inspire trust and show that problems can be fixed. This helps teams move forward together, making change easier to accept.

Showing passion and being persuasive

Showing passion and being persuasive helps a lot. You speak with energy and people listen more closely. Tell them how the change is good for everyone. Explain why you're excited about it.

This way, they might start feeling the same excitement.

Being persuasive means talking in a way that makes sense to others, not just to you. Use stories or examples that highlight the benefits of change. Make it clear how these changes help everyone do their job better or make their day-to-day easier.

It's about sharing your vision in a way that gets others on board, making them feel part of something important.

Empowering innovation and creativity

Giving team members the power to be innovative and creative can blast through resistance. It makes them feel valued and part of the change. Encourage them to come up with new ideas and ways to tackle tasks.

This approach not only boosts morale but also leads to better solutions. Hands-on experience in shaping change increases acceptance and excitement.

Next, keeping everyone's spirits up is crucial..

Maintaining a positive and supportive attitude

Keeping a positive and supportive attitude is key in making change less scary for everyone involved. This means always being there to listen, encourage, and remind people that they are an important part of the team.

It's about celebrating small wins together and showing real belief in each other's abilities. By doing so, trust grows, which makes working through tough changes smoother.

Leaders must walk the talk by showing enthusiasm for the new direction. Positivity from the top inspires everyone to stay motivated even when times get tough. Offering ongoing support helps employees feel valued and understood throughout the change process.

This approach not only eases resistance but can turn skeptics into champions for change.

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Are you helping them think for themselves?

How to Manage Resistance to Change

To handle resistance to change, it's all about getting ready, taking action, and making sure the new ways stick. Curious? Read on to find out more!

Phase 1: Prepare Approach

Get ready to lead your team through change by setting a clear plan. First, understand why your team might feel scared or worried. They could fear losing their jobs or not know what will happen next.

It's key to talk and listen a lot. Show you get how they feel and promise to guide them every step of the way.

Next, make sure everyone knows what's happening and why. Clear communication is crucial. Use simple words and be honest about the changes coming up. This helps build trust from the start, making the next steps smoother.

Phase 2: Manage Change

Phase 2 is all about action. It's time to put plans into motion and face the reality of change. Leaders start by sharing clear steps on how to move forward. They bring everyone together, making sure workers understand their roles in this new chapter.

Training courses become key, giving people the skills they need for what's coming next.

Feedback loops are crucial here; leaders listen to concerns and adjust plans as needed. It keeps morale up and makes employees feel valued during shifts in status quo or cultural changes.

This stage is hands-on, with everyone learning and adapting together for effective change management.

Phase 3: Sustain Outcomes

Keeping the new changes going is key. It's not just about making a change; you need to make sure it sticks. This means keeping an eye on how things are going day to day. If something isn't working, fix it quick.

Celebrate the wins too, no matter how small. This keeps everyone motivated and shows that progress is being made.

Next, let's figure out why people might push back against changes.

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Assertiveness, Listening Skills and Emotional Intelligence Training

Identifying the Root Causes of Resistance to Change

To spot the real reasons why employees resist change, you must dig deep. People often fear losing their jobs or feel left in the dark due to poor communication. A lack of trust can turn them away from new paths.

Not knowing what's coming next scares many. Bad timing also plays a role.

Understanding these causes helps managers tackle resistance effectively. They start by building trust and opening clear channels for communication. Making sure everyone knows what's happening and why is key.

Managers also ensure changes come at the right time to ease worries and gain support for new directions.

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Learn how to be both firm and fair

The Role of Resistance Managers

Resistance managers play a pivotal role - they steer the ship through rough waters. They lead with vision, ensuring everyone on board is ready for what's ahead.

Senior leaders

Senior leaders play a key role in managing resistance to change. They set the vision and show everyone the way forward. By leading with confidence, they make sure the team feels secure during transitions.

These leaders have hands-on experience in handling tough situations. This makes them well-equipped to guide their teams through changes.

Their leadership skills help build trust among employees. Trust is crucial when things are shifting within an organisation. Senior leaders use their ability to inspire others, making it easier for people to accept new ways of doing things.

Now, let's look at how people managers contribute.

People managers

People managers play a crucial role in smoothing out the bumps of change. They stand at the front lines, directly dealing with teams and individuals who might resist new ways. These managers need good management skills to spot resistance early and address it head-on.

By using effective communication, they make sure everyone understands why change is necessary. They also have hands-on experience in creating a supportive environment that encourages team members to express their concerns and ideas.

Empathy is their strong suit. They listen, really listen, to what employees are feeling and thinking about the changes ahead. This approach helps them to build trust and ease fears about job loss or other unknowns that come with organisational change.

Moreover, people managers develop creative ways to involve team members in the process of change, making them feel valued and part of something important. Their aim? To turn resistance into acceptance by showing how changes can lead to positive outcomes for all involved.

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How aware are you of your effect on others?

How To Overcome Employee Resistance To Change Conclusions

Overcoming employee resistance to change starts with understanding and empathy. It's all about clear communication, building trust, and getting everyone on board. Change is constant in companies big or small—handling it well means better success for everyone involved.

By using the right strategies and having a positive attitude, leaders can guide their teams through changes smoothly. So, let's embrace change together for a brighter future at work.

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Now he listens before jumping to conclusions

How To Overcome Employee Resistance To Change FAQs

1. What's the first step to beat resistance to change at work?

Start by understanding why people tend to resist changes. Then, talk about it openly and share how the change will benefit everyone. It's all about making sure everyone feels heard.

2. Can training help my team accept new changes better?

Absolutely! Change management courses give your team the skills they need to handle changes more smoothly. They learn from hands-on experience, which really makes a difference.

3. How important are leaders during times of change?

Leaders are key! Inspirational leaders who guide and support their teams make implementing change much easier. They're like the captains of a ship steering through rough seas.

4. Is there a secret recipe for successful change in companies?

Well, there's no one-size-fits-all answer... But successful change often involves clear communication, involving everyone in the process, and showing constant support throughout the journey.

5. Do big bosses need to be involved in these processes too?

Yes, those in C-suite positions play a huge role! Their backing can really inspire confidence and show that the company is serious about making things work differently – for the better.

6. How can a change manager effectively implement organisational change initiatives while minimising employee resistance to change?

Leading an organisational change requires a change manager to possess strong change management skills and a deep understanding of the dynamics of change resistance. To effectively manage organisational changes, it's crucial to engage employees early and communicate the benefits of the change, emphasising how it aligns with the overall business goals and the positive impact on the organisation. An effective change manager's handbook suggests that incorporating cultural change into the change effort can significantly enhance change acceptance among employees. By providing examples of successful organisational transformation and offering training programs to equip employees with new skills, a change manager can foster an environment that embraces change rather than resists it. Additionally, launching change initiatives that focus on small, incremental changes can help in building momentum and demonstrating the value of doing things differently. Ultimately, a successful change effort hinges on a change manager's ability to lead by example, showing commitment to the change and the benefits it brings to the business and each person involved.

7. What strategies can organisations adopt to boost change acceptance among employees and overcome challenges related to cultural change during a major organisational transformation?

Overcoming challenges related to cultural change and boosting change acceptance requires a multifaceted approach, starting with strong leadership from change managers who possess essential change management skills. A key strategy involves the development and implementation of comprehensive change programs that are carefully designed to address the specific nuances of the organisation's culture. By engaging employees in the design and execution of these change initiatives, organisations can ensure that the transformation is seen not just as a business necessity but as a valuable opportunity for personal and professional growth. Encouraging employees to acquire new skills and adapt to doing things differently can be facilitated through targeted training and support, tailored to meet the unique needs of the organisation and its people. Effective change managers will also use examples from within and outside the business to illustrate the benefits of organisational changes, reinforcing the message that change is a constant and necessary part of growth. By focusing on these strategies, organisations can create a supportive environment where change resistance is minimised, and change acceptance is nurtured, leading to a successful organisational transformation.

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