Leadership during times of change requires a clear understanding of how individuals respond to new initiatives. Reactions can range from overt resistance to active support, each with implications for both organizational progress and personal growth as a leader.
Key Insights
- Individuals may exhibit active resistance, passive resistance, compliance, or enthusiastic support when facing organizational change, each reflecting varying levels of engagement and openness.
- Active resistance involves vocal opposition and efforts to undermine change, while passive resistance includes silent dissatisfaction and potential disengagement without direct confrontation.
- Emerging leaders are encouraged to reflect on their own responses to change and consider how becoming an enthusiastic supporter can positively influence both team morale and professional development.
This lesson is a preview from our Emerging Leader Certificate Program and New/Current Leader Certificate Program. Enroll in a course for detailed lessons, live instructor support, and project-based training.
We have to understand that our responses can be our choices. Let’s take a look at some of the choices that are available to us as an emerging leader.
Active Resistance
What is active resistance? It is the most negative reaction to a proposed change attempt. If you are in active resistance, you might actually be trying to sabotage the change effort. You are an outspoken objector to the new procedures and you are protesting.
Active means noticeable. People can see your negative response to the change. It is visible, vocal, and often disruptive.
Passive Resistance
Passive resistance is still resistance, but it takes a different form. It means being disturbed by the changes without necessarily voicing your opinion on them.
If you are a passive resister, you may be quietly disliking the change. You are probably feeling stress. You are probably feeling unhappy. You may even start looking for an alternative job without bringing your concerns to the attention of your supervisor or other decision makers.
Your resistance shows up in silence rather than protest, but it may include making other plans behind the scenes.
Compliance
With compliance, you go along with the proposed changes, but not with enthusiasm. The response may feel like, well, whatever. There is no choice here, so you might as well roll with it.
This is participation without energy. It may even be accompanied by lower motivation to engage. You are doing what is required, but you are not invested in making the change succeed.
Enthusiastic Support
When you move into enthusiastic support, you become a defender of the new way. You encourage the people around you to give support to the change effort as well.
This can be difficult, especially if you have not fully worked through the five stages of the change curve. However, enthusiastic supporters choose to look for opportunities that the change provides.
They ask: What possibilities does this create for the organization? What opportunities does this create for me as a professional?
Which Response Serves You Best?
The real question for you, and for me, is this: If I am seen as an emerging leader in my organization, what response is going to serve me best?
- Active resistance, where I loudly express my negative reaction?
- Passive resistance, where I stay quiet and quietly consider leaving?
- Compliance, where I do it without enthusiasm?
- Enthusiastic support, where I embrace the change and help others do the same?
As an emerging leader, your response influences not only your own growth, but also the culture around you. Challenge yourself to consider: To what degree are you an enthusiastic supporter?
