Why Do We Resist Change?

10/06/2024 Marjut Alatalo Toimitusjohtaja, WayUp Oy.

"Resistance to change refers to opposition or criticism of a change or its planning, as expressed in the behavior of individuals or groups. It can manifest as indifference, rejection of information, or heightened self-protection. Resistance to change is linked to the human tendency to defend familiar habits. It is a natural part of any change process."

Wikipedia

I don’t particularly like the term “resistance to change.” Why? To me, the word carries a negative tone and often creates the impression that someone is deliberately trying to hold back progress. But I know that people naturally resist what they don’t understand or what they fear. Do human emotions make someone a bad person just because they’re not immediately enthusiastic about change? Absolutely not.

We are all different. Where one person is more reflective and needs time to analyze a change, another may already be excited about the opportunities it brings and ready to move forward. That’s why it’s impossible to drive change using the same “template” for every individual. People need different things at different times.

Change always stirs up emotions, and that’s why we need to make space for them. How we deal with emotions during change is still something we, in Finnish work culture, have a lot to learn about. Here are some typical negative emotional reactions triggered by change:

• Change often brings uncertainty and ambiguity about the future. This can lead to fear and anxiety, as people may not know how the change will affect them personally or professionally.
• People are often used to certain ways of working and familiar routines. Change disrupts these routines and requires learning new things and adapting—something that can feel uncomfortable and demanding. It may also trigger fears about one’s own abilities and self-efficacy.
• Change can involve a sense of loss—whether it's about position, power, influence, a job, or even identity.
• If people do not trust those implementing the change or believe that the change is not in their best interest, they may resist it. This distrust can stem from negative past experiences or, for example, insufficient communication.
• Implementing change usually requires more energy than it brings. If people feel they don’t have the time to implement the change, they may resist it.
• If change is presented as a "command" without allowing people to participate, resistance is usually high. The experience of being "forced" significantly weakens commitment compared to when individuals are active participants in the change process. This is a natural human desire to have an influence.

Can you lead change, or emotions?

100% of changes generate emotions! To succeed in leading change, you must be able to lead emotions. Leading emotions requires both the willingness and the skill. This is what we call emotionally intelligent leadership, and since it’s a skill, it can be developed. If you want to assess your current level and set concrete actions to improve your emotional intelligence in leadership, I recommend taking the Genos Emotional Intelligence Analysis. Here is a description of what the analysis measures:

You can order the analysis through me, and I can also help you develop further through individual coaching or group training sessions. I am a certified Emotional Intelligence and Emotional Intelligence in Leadership Coach by Genos. Let’s get in touch!

Contact me at: marjut@wayup.fi or 050 344 5779.