Common Challenge: Misaligned Expectations and Delayed Buy-In
Quick Summary
Stakeholder resistance is one of the most common and disruptive challenges in organizational change. Addressing it early—before it spreads—can be the difference between momentum and failure. This guide explores how to spot, understand, and manage resistance using the LaMarsh Managed Change™ Model.
The Challenge
Resistance often starts subtly: non-committal responses, passive delays, or lack of engagement. If unaddressed, it builds into active opposition. Many change leaders wait too long, hoping resistance will resolve itself. It doesn’t.
Why It Matters
Early resistance can derail timelines, erode trust, and reduce adoption. It often stems from fear of loss, unclear expectations, or a lack of involvement. The cost: rework, retraining, and missed opportunities.
The LaMarsh Perspective
The Managed Change™ Model helps change leaders proactively identify resistance and its sources. Practitioners can reduce friction and build early champions by assessing stakeholder risk early and engaging them with empathy and clarity.
How-to Solution
- Identify Stakeholders and Their Risks
Use risk identification tools to determine who might resist and why. - Listen, Don’t Assume
Meet with stakeholders and ask what concerns they have. Document their feedback. - Clarify the Why and What
Be transparent about the change and what’s expected. Ambiguity fuels resistance. - Co-Create solutions
Involve stakeholders in shaping how the change is implemented. Ownership reduces fear. - Build in reinforcement
Set up recognition, feedback, and accountability systems to keep stakeholders engaged.
Pro Tip
Resistance is data. Treat it as an early warning system—not a barrier.
Wrap-Up & CTA
Managing resistance doesn’t require confrontation—it requires conversation. By using the LaMarsh Managed Change™ Model, practitioners can turn resistance into a catalyst for engagement.
👉 Want to learn how? Register for a Managed Change Workshop or Connect with us.
