Leadership Thoughts Blog

We do this … others just talk about it.

  • Home
  • About
  • Contact
  • Facebook
  • Twitter
  • RSS
You are here: Home / What Leaders Need to Know / How to Recognise the Signs of Cognitive Resistance to Change

How to Recognise the Signs of Cognitive Resistance to Change

by Vicky Webster and Martin Webster (Eds.) 

  • Facebook
  • Twitter
  • LinkedIn
  • Pinterest
    Read in 2 minutes

    In this post we show you how to recognise the signs of cognitive resistance to change.

    Limpets clinging to a rock.

    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 organisation through major change it is important to balance human and organisation needs because organisational change is ultimately driven by personal change. In other words, individual change is essential for organisational change to proceed.

    This post is part of a mini-series on managing resistance to change. Please see our related posts

    • Dealing with Ideological Resistance to Change
    • 10 Steps to Manage Psychological Resistance to Change
    • Managing Power-Driven Resistance to Change

    The Signs of Cognitive Resistance to Change

    The project leader needs to know how to recognise the human elements including the signs of cognitive resistance to change. But how do we recognise 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 organisation 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

    So you see, leaders should be aware of how thought processes influence people’s behaviour—and that of their peers—toward change. Here’s how you can deal with cognitive resistance to change

    • Listen to augments with an open mind
    • Enlist credible spokespersons—make sure your (and their) managers are on-message
    • Engage those who resist in the change process—commit them to making small contributions to the change
    • Incorporate valid and compatible points of view in the business case and project plan
    • Broaden involvement when diagnosing the problem
    • Help senior executives arrive by themselves using a compelling vision
    • Challenge irrational beliefs with facts

    As leaders we need to get in touch with those implementing change and those affected by it. Resistance to change is like contagion and should be dealt with effectively and quickly. Otherwise, those with cognitive resistance to change will spread rumour and impede your plans. But deal with resistance positively and sympathetically: overcoming cognitive resistance to change is about convincing—I do not say persuading—people of the positive aspects and results of the change effort.

    Have Your Say

    How do you help people through change? How do you spot cognitive resistance to change? Please join the discussion.

    Creative Commons image courtesy Joanna Dobson.

    Filed Under: What Leaders Need to Know Tagged With: Communication, Leading Change, Motivation, Project Management, Self Awareness

    Comments

    1. Safewo Shako says

      March 27, 2014 at 8:44 am

      I need information about management change and innovation. I am MBA student

      Reply
      • Martin Webster says

        March 27, 2014 at 1:30 pm

        Hello Safewo, I suggest using the search as there are plenty are leadership articles on managing change and innovation. However, if you do use these resources in your studies please be sure to cite correctly. As ever, Martin

        Reply

    Leave a Reply to Safewo Shako Cancel reply

    Your email address will not be published. Required fields are marked *

    Featured Post

    Womens volleyball team huddled together in friendship.

    Friendship In Leadership

    Read in 5 minutes

    Read in 5 minutesToday’s topic is friendship. In this post I conclude a short leadership series influenced by the London 2012 Olympics.

    Recent Posts

    • Why Millennials Will Make a Great New Cohort of Leaders
    • Embrace Failure or Put Your New Business at Risk
    • What Motivates People At Work: 4 Actionable Factors
    • 7 Competencies For the Next Generation of Leaders

    Want to read more? Try these …

    Photograph of automatic teller machines inside bank.

    Why New Technology Doesn't Guarantee Productivity Improvement

    Read in 2 minutes

    A light-hearted lo at business process re-engineering with a simple message. iver on promises and don’t deceive your customers!

    Balance: An atmospheric photograph of a fern.

    Project Management Flash Blog Event

    Read in one minute

    Information about the world-first project management flash blog held on Wednesday, 25 September 2013 at 01:00 UTC

    Photograph of paper inbox entitled "Desktop Geology."

    How to Manage Email Overload: Get Organised in 21 Days, part 2

    Read in 6 minutes

    In this definitive guide we show you how to manage e overload and take control of your inbox. Learn to get organised in just 21 days!

    Picture from the cover of the book "Hitchhikers Guide to the Galaxy" with the words "Don't Panic!"

    Don’t Panic! How to Lead In a Crisis

    Read in 4 minutes

    A crisis will happen in almost every business at some time. And, in this short guide we 8 critical ways to lead in a crisis.

    • Privacy Policy
    • Terms of Service
    • About
    • Contact

    Copyright © 2019 Vicky Webster. Hosted by Martin Webster, Esq. All rights reserved.