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How to Lead Through Resistance and Win Over Skeptics


Resistance is a natural response to change. The more invested someone is in the way things are, the harder they’ll push back against something new. As a leader, encountering resistance doesn’t mean you’re failing—it means you’re leading.


I learned this lesson firsthand when I stepped into a leadership role that required implementing new structures and processes. One of the most seasoned team members in the company made it clear they weren’t on board. They had seen leadership changes come and go, and they were used to doing things their way.


At first, their resistance felt like an immovable roadblock. Emails were sent challenging decisions. Side conversations stirred skepticism. In one particularly tense meeting, they attempted to derail the conversation multiple times. I had a choice: push forward aggressively and risk deepening the divide, or take a step back and understand what was fueling the resistance.


Here’s what I learned about leading through resistance:




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1. Resistance is a Sign of Investment

The people who resist change the most are often the ones who care the most. They’ve built their careers on a particular way of working, and your changes can feel like a threat to their expertise and identity. Instead of seeing resistance as defiance, see it as an opportunity to engage deeply.


2. Acknowledge the Concerns, But Stay Firm on the Vision

I knew that backing down from implementing structure and strategy wasn’t an option. But I also knew that dismissing my colleague’s concerns outright would only increase their resistance. I made it clear that I valued their expertise and that their input mattered—but that the organization needed to evolve, and we were going to do it together.


3. Focus on the 'Why'

Change feels disruptive when people don’t see the bigger picture. I shifted the conversation from 'new policies' to the real impact:

  • Clients would experience smoother, more consistent service.

  • Employees would have clear roles and support systems.

  • The team would be positioned for long-term success, not just short-term wins.

By consistently reinforcing the ‘why,’ I helped turn skepticism into alignment over time.


4. Give People a Role in the Change

Instead of forcing change from the top down, I found ways to involve the team. I invited my most resistant team members to be part of discussions shaping how we rolled out these new systems. They still had concerns, but they started to see that their voices weren’t being ignored—they were helping lead the transition.


5. Be Willing to Ride the Tension

Leadership isn’t about avoiding tough conversations—it’s about having them. Change will always bring discomfort, and that discomfort is where growth happens. By staying steady in the face of pushback, I was able to guide my team through the transition rather than getting stuck in endless debates.


The Shift

Over time, the resistance softened. Not overnight, but gradually. Some of the same individuals who initially pushed back became strong advocates for structured processes. The turning point wasn’t me forcing compliance—it was me demonstrating consistency, respect, and an unwavering commitment to the bigger picture.


Key Takeaway: Leaders don’t push change; they build bridges for others to walk across.

If you’re facing resistance in your leadership journey, remember: pushback doesn’t mean you’re off track. It means you’re leading real change. Your job isn’t to bulldoze through resistance—it’s to engage, adapt, and guide your team forward.


👉 If you’re navigating resistance in your leadership journey and want to build resilience in leading change, let’s connect. Learn more about how executive coaching can help you turn obstacles into opportunities. 

 
 
 

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