Overcoming resistance to change
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Many people attempting to move the dial on culture within their organisation are used to that feeling of feeling shut down, disregarded, or even ignored if change isn’t happening quickly enough.
Sometimes we don’t get told ‘no’ when we try to embed new practice into processes and ways of working, but all the actions we experience point to one thing; there’s clearly resistance to change.
Resistance to change is when there is insufficient adoption of new processes or ways of doing things. This can be intentional, or indirect, and can come from individuals or whole functions or groups across your organisation.
Resistance to change isn’t always born from an unwillingness to act. There can be a number of reasons that prevent people from adopting change initiatives.
The good news is, once you learn to identify different types of resistance, there are ways that you can overcome them.
In this webinar Clarissa J. DiSantis (Durham University), shared advice and strategies for overcoming resistance to change. Having authored and edited two books on tackling gender based violence, this session leans on advice taken from her second book. Clarissa delves into why we encounter resistance, crucially how to identify it, and how you can practically onboard stakeholders on to your change initiatives.
What we're reading
Latest insights from the front lines of workplace culture.
The Junior-Senior Speak-Up Divide: What the Data Reveals About Hierarchy and Silence
Speaking up about workplace misconduct shouldn’t depend on where someone sits in the organisational chart. But as shown in The Culture Shifters Annual Report 26/27, it does. Junior employees are twice as likely as senior leaders to believe that speaking up is "pointless," with 54% holding this view compared to just 27% of senior leaders.
Why Collecting Misconduct Data Isn't Enough to Meet the New All Reasonable Steps Duty
Our co-founder and CEO, Gemma McCall, has written a piece for The HR Director exploring one of the most persistent gaps in workplace misconduct management: the space between collecting data and actually using it.
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The NDA Ban Under the Employment Rights Act: What It Means for HR
When you can no longer buy silence, you have to invest in safety. That's the shift HR teams now need to plan for. Some organisations have historically leaned on settlement agreements and non-disclosure agreements to resolve harassment complaints quietly, keeping the details contained and the reputational risk low. The Employment Rights Act 2025 closes that option down. Once the NDA ban comes into force, a culture of silence stops being something the law will let you enforce.
Feeling inspired?
Take the first step toward preventative misconduct management with a demo of our Report + Support™ platform. We can show you how to breakdown reporting barriers with anonymous 2-way messaging, and how to act before things escalate with name-matching and pattern-spotting across our analytics dashboard.
