Why Employees Resist Change (It Starts With Their Manager)

"I don't love this either, but just go along with it." One manager saying that to their team can stall a change initiative that had a perfect plan behind it. In this video I break down where resistance to change comes from, why people can understand the change and still not move, and three things leaders do differently on the ground: stop rewarding the old behavior, go first, and translate the vision into what someone does in their role on Tuesday morning. Leading a change initiative and need your people to move? Work with me: https://karlschoemer.consulting When change stalls, most leaders go back to the plan. They add milestones, bring in a consultant to audit the rollout, and build a better deck for the next all hands. Meanwhile, the senior team that approved the change still runs its meetings the old way, and performance reviews still reward the old behavior. Resistance to change on the front line usually traces back to the manager one level up. If that manager keeps doing things the old way, the team does too. If the manager hints that leadership will be on to the next thing in six months, the team waits it out. Also in this video: change compliant vs change adaptive organizations, and how "it's a three year journey" turns into permission to wait. 0:00 The plan was never the problem 1:34 Frontline resistance is a symptom 3:33 Understanding does not create doing 5:38 Multiyear timelines as permission to wait 7:30 What leaders do differently 9:44 Change compliant vs change adaptive I work with leadership teams on change leadership, culture change, and leadership development: https://karlschoemer.consulting #changemanagement #changeleadership #leadership #executivecoaching