The other day, while grabbing a quick bite, I noticed a mother and her young child at a nearby table. You might recognize the scene: plates of food in front of them, and a stubborn “I don’t want that” from the child. The mother, calm but resolute, simply replied, “Change your mind and take a bite.”
As I watched, I realized how similar this moment was to the world of transformation work. How often do we encounter a version of “I don’t want that” from teams, leaders, or stakeholders when introducing change? Resistance is a natural response—whether from a child faced with unfamiliar food or an employee uncomfortable with a new process. In this post, I’ll share my thoughts on how creating a space for people to “change their mind” can lead to lasting, meaningful transformation.
Understanding the Roots of Resistance
Resistance, much like a child’s reaction, often arises from discomfort with the unknown rather than outright rejection of the change itself. In the workplace, people often resist not because they dislike the idea but because they’re uncertain about how it will affect them personally. By acknowledging this discomfort, we foster an environment where employees feel understood rather than pressured, creating a safe space for them to consider new perspectives.
Creating Space for Mindset Shifts
The mother didn’t argue or force; she simply invited the child to “change your mind” without giving up or walking away. At Peacock Hill Consulting, we take a similar approach, creating space for teams to explore change with support, not pressure. This isn’t about passivity—it’s about helping people feel secure and in control as they adapt. While we can’t always choose the change, we can choose how we respond to it. We can understand their frame of reference and address their concerns.
Guiding Teams to Take the First Step
In transformation work, sometimes all it takes is a “bite.” Just as the child hesitated but eventually took a taste, employees, too, need a supportive push to engage with change. At Peacock Hill, we focus on creating conditions that encourage individuals to take that first step, whether it’s through workshops, discussions, or targeted tools. When resistance is met with empathy and understanding, the fear of change lessens, and real transformation begins.
There are various techniques we can use to avoid relying on forced changes or the ‘stick’ approach. Instead, we can inspire and engage people in ways that make change feel collaborative and purposeful.”.
We can invite people to see new possibilities and encourage them to shift their perspective. Just as a mother gently encourages her child to take that first bite with calm but expectation that they need to take a bite, we can inspire our teams to approach change with openness and curiosity.
At Peacock Hill Consulting, we create that space, guiding organizations toward a culture where transformation becomes a natural, welcome process instead of an uphill struggle. Helping people understand the change and its impact on them allows them to move through the stages of change more effectively. When you learn AIM, you’ll see how these stages parallel the stages of grief.
Have you experienced resistance to change in your workplace? Share your stories in the comments or contact us to learn how Peacock Hill Consulting can help create a smoother path for transformation.
