Day 19: Tackling Resistance to Change Using the Problem Solving Framework
Be Better Engineering Leader, a 30 Days Series
This is the fourth week of a series of daily lessons on how to Be a Better Engineering Leader. I recommend spending up to an hour on each lesson to gain insights into Product, Technology, and People—areas critical for every Engineering Manager.
Change in technology is often easier than change in people. As leaders, we need to recognize that reluctance to adopt new methods, processes, or cultural shifts is a natural response. Using the Problem Solving Framework (discussed on the Day 12), we can break down this resistance and address it methodically.
One frequent scenario in growing organizations is the tension between the Old Guards—those who thrived in a start-up environment—and the New Guards, who are focused on scaling and formalizing processes. This friction needs careful management to avoid disruption and achieve a smooth transformation.
Identify a People Problem
Today let's try to apply Problem Solving Framework to one of the peoples' problems. Select a current situation where you’re facing resistance to change. It could be an individual or a group showing signs of reluctance, such as cynicism, passive sabotage, or clinging to old tools and processes.
How to Apply the Problem Solving Framework
Recognize the Problem:
What specific resistance are you facing? Be clear about the symptoms—whether it’s passive resistance, vocal pushback, or avoidance of new processes.
Example: “Anna resists the shift to DevOps practices, preferring her established routines.”
Define the Problem:
State the facts without judgment. Why is this resistance a problem for your team’s progress?
Example: “Anna’s resistance is slowing the team’s adoption of automated testing, impacting our deployment speed and quality.”
Explore the Problem’s Depths:
Dig deeper during 1:1 sessions to understand the root causes. Use this time to listen to their concerns and fears without pushing your agenda.
Example questions:
“What’s your biggest concern with the new process?”
“What past experiences make you hesitant about this change?”
Identify Stakeholders:
Who else is impacted by this resistance? Consider other team members, project timelines, and transformation leaders.
Example: “The frontend team is relying on automated testing to meet their sprint goals, but Anna’s reluctance is causing delays.”
Assess the Willingness to Solve:
Evaluate whether it’s worth pushing for immediate change or if it can be addressed later. Can you achieve success with your current change agents?
Example: “There are enough supporters of the transformation in other teams. We can proceed and revisit Anna’s concerns later if needed.”
Develop Solution Strategies:
Choose a few strategies based on your insights. Possible options:
Leading by Example: Have enthusiastic team members share their success stories.
Small Wins: Implement smaller changes first to build confidence.
Training: Provide tailored training sessions to bridge knowledge gaps.
Implement the Solution:
Roll out the selected strategy and monitor closely. Set clear expectations and timelines.
Example: “Introduce automated testing for non-critical features first, and offer support sessions for those hesitant to adopt.”
Monitor and Review:
Regularly check in on progress and be open to adapting your approach. Celebrate small wins and share these successes to build momentum.
Example: “After three sprints, measure the adoption rate and gather feedback from Anna and her peers.”
Document and Share
Keep a record of your findings, strategies, and outcomes. Share them with your peers to help them tackle similar challenges in their teams. For better structure, you can you Problem Solving Framework template, available as Notion or FigJam. Check links below for more.
Extra Resources:
Premium Article: How to Work with Teammates Resistant to Change
Individual Contributors - From Holdouts to Holdups from IT Revolution.
Resistance is just another problem to solve. By systematically applying the Problem Solving Framework, you can transform resistance into engagement, paving the way for successful change.
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Such a powerful and timely lesson, Mirek. Resistance to change is often the hardest part of leadership, especially when it comes to shifting deeply ingrained habits.