8 Key Questions for Anticipating Change Resistance

Explore 8 critical questions to effectively anticipate and navigate change resistance with LaMarsh Global’s expert change management strategies.

Change is a constant in today’s dynamic business environment. Organizations must adapt and evolve to stay competitive, but managing change effectively is often easier said than done. This is where change management comes into play, and LaMarsh Global is at the forefront of helping organizations navigate this complex terrain.

Change is an inevitable part of organizational growth and development. However, it often faces resistance for a multitude of reasons. Here are eight questions to identify and overcome barriers to change. 

1. Why Change?

The first step is understanding the ‘why’ behind the change. People resist change when they do not comprehend its necessity. Organizations should clearly communicate the reasons for change and its importance for future success. Addressing the ‘why’ factor can align personal values with organizational goals, thus reducing resistance.

2. Change to What?

Clarity on what the change entails is critical. Resistance often stems from a lack of understanding of the end goal. By providing a clear vision of the expected outcomes, employees can visualize their role within the new framework, making the transition more tangible and less intimidating.

Change Resistance

3. How Will We Change?

The process of change is as important as the change itself. If people are uncomfortable with how change is being implemented, they may resist. Providing a roadmap that outlines each step with timelines and support structures can help individuals navigate the transition smoothly.

4. Who Ordered This Change?

The source of the change often impacts its reception. Resistance can arise if the change is perceived to be mandated without input from those affected. Ensuring that change initiatives are participative and inclusive can mitigate such resistance.

5. Who Is Going to Deliver This Change?

The agents of change play a pivotal role in its execution. If they lack the necessary skills or credibility, resistance is likely. It is essential to have competent, trusted individuals leading the change to inspire confidence and cooperation from the wider team.

6. Who Is Going to Change?

Understanding the target audience for the change is crucial. Not everyone may possess the adaptability or the skill set required for the change. Identifying these individuals and providing the necessary support can help reduce resistance and foster a more adaptable culture.

Change resistance

7. Will This Change Be Handled the Same as Past Changes?

People often look to the past to predict the future. If previous changes were poorly managed, skepticism may be high. It’s important to learn from past mistakes and ensure that current change initiatives are improved and well-managed.

8. How Serious Is the Problem of Resistance?

Finally, assessing the seriousness of resistance is necessary for developing a strategic response. Not all resistance is detrimental. Some can provide valuable insights into potential flaws in the change plan. An open dialogue can turn resistance into constructive feedback.


In conclusion, these eight questions offer strategic approaches to foreseeing and managing change resistance. They serve as a diagnostic tool to uncover potential barriers and develop a comprehensive change management plan. By addressing these questions, organizations can ensure a smoother transition, with less resistance and more constructive engagement from all stakeholders. 

We Can Help

LaMarsh Global’s change management model is designed to guide organizations through this complex process, ensuring that change is implemented and embraced by those it impacts.

Check out LaMarsh’s transformation management training and certification opportunities. If you have any questions, please contact us for more information.

Stay up with our news

Join our newsletter. The latest news, articles, and resources, sent to your inbox weekly.