Resistance to change is a term used either diagnostically or pejoratively, to describe a person who for some reason or another is perceived as needing to adapt their views or conduct in certain areas, often at the suggestion or requirement of an authority figure, senior manager or advisor, but is seemingly unable or unwilling to do so.

In organizational development, as business change practitioners assist their clients with managing change, they almost always find themselves dealing with some form of resistance to change from those whose roles, status', responsibilities, or conditions will be affected.

In psychotherapy, resistance to change is often known simply as resistance. The term there signifies the manner in which a patient appears to be unable or unwilling to adopt suggestions or explore avenues suggested by a therapist or clinician.

Dealing with resistance to change involves ethical issues around influencing, often without authority.

More

• Resistance from the organization - Members of the organization undergoing change (e.g. a company merger), may resist the change. For example, if they fear that they will be disturbed or disadvantaged in some way by the outcome of the change, they may oppose the change.
• Resistance from the client - The client may resist the change. For example, if he or she feels coerced, or feels personally threatened in some way, the client will be less than enthusiastic about the change.
• Resistance from the OD specialist - Even the OD professional may resist change if he or she finds their own personal value system in conflict with the values of the organization.

External resources

• Storytelling to manage resistance to change
• http://www.managementhelp.org/org_chng/org_chng.htm
• http://www.wciltd.com/pdfquark/Resistance.pdf
• California Dreaming: an article on Resistance and Goals
• Article: Why Resistance Matters

See also

• change
• change management
• force field analysis