Related: [[./navigating-change-management-in-labs|navigating-change-management-in-labs]]

[!summary] Main Idea People don’t trust leaders who can’t prepare an organization for change.

Resistance doesn’t look the same for everyone. It’s commonly expressed in one of two ways: active or passive.

• active: finding fault, appealing to fear, meeting with leaders to prevent the change
• passive: withholding information, weaponized incompetence/feigning ignorance

Ignoring user resistance is NEVER the solution!! If you ignore it, you risk facing long term consequences anywhere from reduced quality/productivity to hostile working environment. People don’t trust leaders who can’t prepare an organization for change.

Here are some examples of the consequences if you ignore user resistance. ![[./Pasted image 20230904152504.png|Pasted image 20230904152504.png]]

There are ways to shorten and lessen the impact of this reaction - most of it boils down to these points:

• open and consistent communication
• encouraging healthy debate and addressing concerns
• before a change, tell people the rational behind the decision (back up with numbers when possible!)
• take on Agile mindset for implementing changes, monitoring progress, and incorporating feedback