Change resistance is action that is taken to derail, slow or prevent a change that's underway. This commonly causes a strategy, plan or action to fail. The following are common types of change resistance.

Handling resistance to change in change management requires understanding the effect on job security and addressing it appropriately. Open communication, employee engagement, skill development, and support systems can contribute to reducing anxiety and fostering a positive environment for both the organization and its employees.

To deal with change, you should have a good plan to talk to people, involve stakeholders, handle resistance, set up training, and get support from leaders. Make sure employees are on board, keep making things better, look at data, get feedback, and manage risks well.

Resistance to change can benefit organizations by highlighting potential flaws in change plans, encouraging strategy refinement, surfacing important concerns, preventing hasty changes, and fostering dialogue.

A Resistance Management Plan is developed as part of Phase 2 – Manage Change. We create change plans that integrate with the project plan and detail the steps that we take to support individuals and teams transition successfully through change. The key area of ADKAR® in which resistance management plays the largest role is predominantly Desire.