Technique 1.231      Key Action Questions Around Resistance

Introduction

Each set ties directly to causes, types and management of resistance

Action questions for facilitators and leaders

1. Have we identified where resistance is coming from?
Ask: who is resisting, and identify when it is internal, external or shared across groups.

2. What specific fears or perceived losses are driving push-back?
Explore whether concerns relate to job security, status, failure or unclear benefits.

3. Are we addressing both the emotional and cognitive side of the change?
Plan responses for anxiety, assumptions, perceptions and personal meaning.

4. Where are systems and processes still rewarding the old behaviour?
Align procedures, information and management supports with the new direction.

5. Have we involved people early enough to create ownership?
Participation reduces anxiety and increases commitment to change.

6. Is the communication honest, continuous and clear about impacts?
People need to understand why the change matters and what changes for them.

7. What capability gaps need to be filled for people to feel confident?
Training and support reduce resistance rooted in lack of skills or knowledge.

8. Which cultural habits or past experiences might anchor us to the status quo?
Look for learned behaviours and norms that undermine new ways of working.

9. How will we treat resistance as useful feedback, not bad behaviour?
Seeing resistance as data improves trust and allows issues to be resolved early.

10. Do we have a simple framework guiding the change journey?
Consider Lewin for phases or Kotter/Schlesinger for handling resistance strategies.

(main source: K. I. Sivaprasad, 2025)