How to Help Your Team Build Resilience in Times of Change

How to Overcome Resistance to Change in the Workplace

If your business needs to change, but your people don’t want to, the process will be slow, stressful, and deliver mediocre results at best.

Most leaders assume that resistance to change comes from stubbornness or negativity. In reality, most employees resist change because they feel overwhelmed, uncertain, or stuck in old patterns.

The good news? Resistance isn’t permanent. With the right approach, leaders can help their teams move from resistance to readiness.

Why Do Employees Resist Change?

Before you can help your team embrace change, you need to understand why they’re resisting in the first place. Here are some of the most common reasons:

❌ Fear of failure: “What if I can’t keep up?”
❌ Loss of control: “I don’t like being forced to change.”
❌ Lack of clarity: “Why are we doing this?”
❌ Comfort with the status quo: “We’ve always done it this way.”
❌ Change fatigue: “We’ve had too many changes already.”

When resistance isn’t addressed, it leads to delayed progress, frustration, and missed opportunities.

How to Reduce Resistance and Encourage Buy-In

Julian Mather, a motivational speaker on change and leadership, understands resistance firsthand. He once thought he was terrible at change—but over time, he transformed himself through a series of major career shifts:

✅ Average shot → Army sniper
✅ Home movies → National Geographic cameraman
✅ Fumbling card tricks → Professional magician
✅ Never swinging a hammer → Building a home
✅ High school dropout → Published author
✅ Business rookie → Building and selling a company
✅ Stutterer → Motivational speaker

Through these experiences, Julian learned that change isn’t about forcing people to comply—it’s about helping them develop the ability to adapt.

Here’s how leaders can help their teams overcome resistance to change:

1. Communicate the “Why” Behind the Change

One of the biggest reasons employees resist change is lack of clarity. If they don’t understand why a change is happening, they’re more likely to push back.

✅ Explain the big picture—how the change benefits the company and employees.
✅ Be transparent about challenges and expected outcomes.
✅ Show how individual contributions matter in the change process.

2. Break Change Into Manageable Steps

Big changes can feel overwhelming. Instead of rolling out massive shifts all at once, introduce change gradually to make it more digestible.

Julian Mather’s keynote, CHANGEABILITY, teaches teams how to:

✅ Approach change one small step at a time
✅ Build confidence in their ability to adapt
✅ Develop daily habits that make change easier

3. Give Employees a Sense of Control

People resist change when they feel powerless. Instead of dictating change from the top down, involve employees in the process.

✅ Ask for their input on how to implement changes.
✅ Encourage them to suggest solutions.
✅ Offer flexibility where possible so they feel ownership over the process.

4. Lead by Example

Employees take cues from leadership. If leaders resist change, employees will too. But if leaders demonstrate adaptability, problem-solving, and a positive outlook, their teams will follow suit.

✅ Show confidence in the change.
✅ Acknowledge challenges but focus on solutions.
✅ Model a learning mindset—adaptability is a skill that can be developed.

Final Thoughts

Resistance to change is natural, but not permanent. When employees learn to see change as a skill they can develop, they move from resistance to resilience.

If your organization is facing resistance to change, Julian Mather’s CHANGEABILITY keynote can help your team embrace change instead of fighting it.