In this post, the Lazy Leader shows you how to recognize the signs of cognitive resistance to change.
When implementing change we often focus on the technical elements—processes, structure, roles—and tend to neglect the equally important human element.
When leading an organization through major change, it is important to balance human and organization needs because personal change ultimately drives organizational change.
In other words, individual change is essential for organizational change to proceed.
The Signs of Cognitive Resistance to Change
The project leader needs to know how to recognize the human elements, including the signs of cognitive resistance to change. But how do we recognize the signs of cognitive resistance to change? Well, this all depends on the scale of the change.
However, it is likely that people will do one or more of the following:
- Change the subject.
- Attack or attempt to destroy the plan.
- Engage in endless and unfruitful debating.
- Passionately argue their views on the topic.
Other signs of cognitive resistance to change include the following conversations:
- “The organization is changing on a continuous basis.”
- “I’m confused …”
- “Run that idea by me one more time …”
- “I’m right, you’re wrong!”
Dealing With Cognitive Resistance to Change
Resistance is common to the unusual – Toba Beta