TL;DR
People don’t resist change — they resist uncertainty. Use the 5R Framework to address the fear behind the resistance, and the change sells itself.
You’ve announced a change. New process. New system. New way of working. You’ve explained the reasons. You’ve given the timeline. And now you’re watching your team drag their feet.
It’s tempting to push harder. To repeat the reasons. To get frustrated. “Why can’t they just adapt?”
Because you’re addressing the wrong problem. Resistance to change is rarely about the change itself. It’s about what the change threatens — clarity, stability, competence, control. Until you address that, no amount of explaining will create buy-in.
The 5R Diagnostic for Change
Where Does Resistance Actually Come From?
Does the team know what to focus on during the transition?
Change creates confusion about what matters. Old priorities collide with new ones. If you don’t explicitly reprioritise, your team will try to do both the old and the new — and fail at both.
Have you been specific about what’s changing and what isn’t?
People catastrophise in the absence of detail. If you say “things are changing,” they hear “everything I know is being replaced.” Be surgical: “Here’s exactly what’s changing. Here’s exactly what stays the same. Here’s what I need from you specifically.”
Have you acknowledged the effort of adapting?
Change is work. Learning new systems, adjusting habits, letting go of processes they’d mastered — all of it takes energy. If you don’t acknowledge that effort, people feel taken for granted. Recognition during change isn’t optional — it’s the fuel that keeps people moving.
Does the team have what they need to succeed in the new way?
Training. Time. Tools. Support. If you’re asking people to work differently without giving them the resources to do so, resistance is rational — not difficult. Make sure the bridge is built before you ask them to cross it.
Are you visibly committed to the change yourself?
If you’re asking the team to adopt a new process but you’re still using the old one, they notice. If you’re telling them change is positive but your body language says otherwise, they read that. You have to be the first and most visible adopter.
Scripts
How to Lead Through the Transition
✓ SAY THIS
→ “Here’s exactly what’s changing, what’s staying the same, and what I need from you.”
→ “I know this takes effort. I see it and I appreciate it.”
→ “What’s one concern you have about this that I can address right now?”
✗ AVOID THIS
✗ “This is happening whether you like it or not.” (Shuts down buy-in.)
✗ “Everyone else is on board.” (Isolates the resistant.)
✗ “Just trust the process.” (Asks for blind faith, gets resentment.)
From the Floor
What This Looks Like in Practice
Real Scenario
When we introduced a new process at work, I made the mistake of announcing it and expecting adoption. Resistance was immediate. Instead of pushing harder, I paused and ran the 5R.
The issues were clear: I hadn’t reprioritised what should come first during the transition, and I hadn’t resourced the team with proper training. Once I addressed those two Rs — gave them clear priorities and the training they needed — adoption happened within the week. The change wasn’t the problem. My rollout was.
— Nelson Fernandes
Your Next 24 Hours
One Thing to Do Right Now
If you’re leading a change right now, identify the single biggest fear your team has about it. Not the logistical objection — the underlying fear. Loss of control? Loss of competence? Uncertainty about their role? Address that fear directly in your next conversation. That’s where resistance lives.
Put the 5R to Work
The 5R Leadership Toolkit includes change management templates, conversation scripts, and the one-page framework reference.
Get the 5R Toolkit — £12
Instant download · Templates + scripts + daily tracker
Keep Going
Next in the 5R Series
