Resistance is your team telling you something important.
The instinct is to push through resistance or label people as “difficult.” That’s a mistake. Resistance provides critical feedback about how change lands where real work happens. Practical resistance identifies operational problems you missed. Emotional resistance shows where people feel threatened. Historical resistance reveals trust deficits you need to repair.
Take Action: Think of someone currently resisting a change. Write down what type of resistance it is (practical, emotional, or historical), then plan your response based on that type.