27/08/2026
What do you think is the number one scenario leaders want to practise with our roleplay actors?
It's how to deal with resistance.
But resistance in organizations doesn’t usually come with a clear “NO.” It often starts in small, subtle ways:
😏 Sarcastic jokes: “Oh great, another genius idea from management.”
⏳ Excuses: “I didn’t have time.” “No one told me.”
🗣️ Gossip and lobbying: “Everyone I’ve talked to thinks this is a bad idea.”
🔇 Communication breakdown: Emails go unanswered, and important info stops getting shared.
🐌 Slowdowns or disruptions: Decisions get delayed, simple tasks turn complicated, and old issues keep coming back.
✋ Open rejection: “I’m not doing this.”
🚪 Withdrawal: People tune out emotionally, or leave the company.
This is what we call the Resistance Line: it starts with small, hidden hints and can escalate to outright opposition.
People might skip some steps, go backwards, or show different kinds of resistance all at once. But one thing’s clear: if leaders ignore resistance for too long, it only becomes more costly and disruptive.
In our Practice LABS, we help leaders learn to spot and respond to these different signs. Because resistance isn’t just difficult behavior; it's usually a sign that someone feels unheard, unsure, excluded, or unsafe. The goal isn’t to force the person to comply but to create a space for honest conversations.
Here are two challenging questions to consider:
🤔 What’s your go-to way of resisting?
🤔 And what early warning signs do you most often see in your organization?
