Leading Through Change When Your Team Pushes Back

Resistance is normal when you’re leading through change. It’s not always open conflict - sometimes it’s subtle. You see deadlines slip, engagement drop, or conversations get quieter.

The challenge isn’t to eliminate resistance - it’s to understand where it’s coming from and address it before it spreads. In this post, we’ll look at the most common reasons teams push back during change, how to spot the early signs, and practical ways to re-engage people without creating more friction.

Why Teams Resist Change

Resistance usually comes down to uncertainty, fear, or fatigue.

• Uncertainty – They don’t know what’s happening or how it will impact them.

• Fear – They’re worried about losing something - status, competence, security.

• Fatigue – This isn’t the first change they’ve been through, and they’re tired.

According to SHRM’s change management research, early resistance is often rooted in how the change is communicated, not the change itself.

Spotting Early Signs of Resistance when leading through change

Some pushback is visible. Other times it’s hidden in day-to-day behaviors. Watch for:

• Missed deadlines or slower turnaround times

• Drop in meeting participation

• Increased side conversations or closed-door discussions

• Avoidance of change-related tasks

• Emotional withdrawal or “checking out”

Practical Strategies to Handle Resistance

Listen Before You Respond

When someone pushes back, resist the urge to defend the change. Ask questions first.Example: “What’s your biggest concern about this shift?”

Acknowledge What’s Hard

You don’t have to agree with every point, but showing you understand the difficulty goes a long way.

Break It Into Smaller Wins

Big changes feel overwhelming. Focus on the first step instead of the whole climb.

Harvard Business Review’s advice on leading through resistance suggests connecting each small milestone to a tangible benefit for the team.

Tools to Support You

• Change Resistance Cheat Sheet – Spot and address resistance before it spreads

• Awareness & Desire Conversation Planner – Shift focus from fear to motivation

• Leadership Toolkit for Navigating Change – 50+ tools to help at every stage

Your Next Step

If you want a deeper dive into specific situations, check out the other posts in this series:

• Leading Through Change: The Complete Guide for People Leaders

• Leading Through Change with Clarity: How to Keep Your Team Informed and Engaged

• Leading Through Change and Uncertainty: 7 Actions to Build Trust and Stability

• Leading Through Change That Lasts: How to Maintain Momentum After the Announcement

If you need ready-to-use tools, scripts, and templates to address resistance with confidence, download the Leadership Toolkit for Navigating Change.