Leadership is not for the faint of heart. I recall serving as a leader in my church years ago when a young pastor faced relentless opposition from a handful of members. These individuals were deeply connected to influential families within the congregation and often clashed with the pastor simply because he didn’t align with their personal preferences. The grievances were sometimes petty, but the impact was far from trivial—open confrontation, subtle acts of insubordination, and a divided congregation.
For those caught in the middle, the atmosphere was both stressful and disheartening. Some members chose to leave the church altogether, unwilling to endure the constant tension. Yet, this young minister persevered, pastoring the congregation for over 20 years. Over time, much of the opposition faded, largely as those members aged or moved on. The lesson was clear: leadership, especially in the face of opposition, is a long game that requires resilience, strategy, and grace. This story reflects a universal truth: resistance is inevitable in leadership, whether in a church, a business, or any organization. The challenge for leaders is to manage it effectively without losing sight of the vision or the people they serve.
Why Do Employees and Followers Resist Change?
Resistance often stems from fear and uncertainty. People fear losing stability, relevance, or control. They may question the motives behind change or feel excluded from the decision-making process. Resistance isn’t always about the change itself—it’s about what the change represents to those involved. As leaders, it’s vital to recognize this reality. Opposition may manifest as open defiance, subtle pushback, or even passive disengagement. Understanding these dynamics is the first step in transforming resistance into progress.
Strategies for Turning Resistance into Progress
To navigate resistance, leaders must adopt strategies that balance empathy with decisiveness. Here are six approaches to help:
- Define Your Vision: People need to understand where they are headed and why. A compelling vision can unite even the most hesitant followers.
- Analyze Industry and Organizational Trends: Stay ahead of the curve by conducting environmental scans. Resistance often arises when changes feel abrupt or poorly planned.
- Leverage Core Competencies: Highlight your team’s strengths and demonstrate how they align with the organization’s future.
- Engage Stakeholders: Open communication with employees, customers, and partners fosters trust and collaboration.
- Treat Opposition as Feedback: Opposition can reveal blind spots in your strategy. Listen carefully and use it to refine your approach.
- Weigh the Costs of Inaction: Leaders must consider the long-term implications of avoiding change. Stagnation is often more damaging than short-term resistance.
As business expert Pascal Finette aptly observes in Disrupt Disruptions: “When markets and organizations move from one state (of change) to the next, the underlying ways of doing things fundamentally change, which creates a whole array of problems…leaders can and must engage in preparing their organizations for the upcoming shift.”
Lessons from Leadership Transitions
At the recent ACBSP Leadership Symposium, my colleague Dr. Tracy Harrell Dunn and I explored these principles in our presentation, “Moving from Faculty to Chair/Dean: Navigating Leadership Transitions in Business Education.” Drawing from our unique journeys, we highlighted the critical need for strategic communication and resilience during transitions.
For leaders stepping into new roles, opposition is not a sign of failure but a natural part of the process. How we handle it defines not only our leadership but also the legacy we leave behind.
Conclusion
Most leaders will encounter opposition especially during organizational changes. Reflecting on the young pastor, his perseverance offers a powerful lesson. Though opposition dominated the early years of his ministry, his unwavering commitment to the church’s mission eventually prevailed. Many of those who opposed him either changed their stance or moved on, while others grew to respect his steadfastness.
Leadership is a marathon, not a sprint. Whether in a church or a corporate boardroom, navigating resistance requires patience, strategy, and faith in the greater purpose. As leaders, we must embrace opposition as part of the journey, transforming challenges into opportunities for growth. Let’s pray that it won’t be too late.
© 2024 by D. D. Green
About Dr. Daryl Green:
Dr. Daryl D. Green is a business strategist, speaker, and noted author. He is the new Business School Dean at Langston University. Dr. Green has been featured and quoted by USA Today, Ebony Magazine, and the Associated Press. In 2016, he retired from the DOE, where he worked as a senior engineer for over 27 years. Dr. Green is an award-winning speaker and author with several published books, including Job Strategies for the 21st Century, Small Business Marketing, and Marketing for Professionals. For more information about this article or business assistance, please contact Dr. Green at advice@darylgreen.org.
