If you’ve been through a transformation, you’ve probably encountered this scenario: despite all the documentation, clear role definitions, and numerous meetings, team members continue to request the same things—like RACI charts or process workflows. It can feel baffling at first, but these repeated requests aren’t just about missing information. In my experience, they often signal a deeper issue: resistance to change. This post explores why this happens and how to address it, so your team can move past uncertainty and embrace transformation.
Why Do These Repeated Requests Happen?
At first glance, you might think this is simply a case of miscommunication or people not paying attention. But these ongoing requests usually reveal an underlying discomfort with the change itself. When people ask for the same RACI charts, workflows, or process details repeatedly, they’re often seeking reassurance, not clarity. The discomfort of new roles or processes can make familiar structures like RACI charts feel like a safe harbor, providing a sense of control in an unfamiliar environment.
RACI Charts as Comfort Zones
RACI charts and workflows aren’t just organizational tools—they’re symbols of structure and certainty. In a transformation, these familiar frameworks become comfort zones. When roles or processes shift, team members can feel unmoored, and the request for documentation they already have is often a way of slowing things down and re-establishing control. It’s natural for people to cling to the familiar during times of significant change, and recognizing this behavior helps us address their real concerns.
Recognizing the Signs of Resistance
How can you tell when these requests are signs of resistance? Here are a few patterns to look for:
- Repetition: When the same people ask for RACI charts or process maps multiple times, it’s often a sign of resistance.
- Over-focus on Details: An unusual preoccupation with minor workflow details can be a way to avoid addressing the bigger, uncomfortable changes.
- Delays: Repeated requests for clarification often arise right before a major milestone, subtly stalling progress.
Recognizing these behaviors as forms of resistance lets us move from addressing surface-level requests to tackling underlying concerns.
Moving Beyond Resistance
The key to managing these roadblocks is to address the concerns behind them rather than just the requests themselves. Here’s how:
- Acknowledge the Resistance: Normalize their feelings of uncertainty by initiating open conversations about what might be driving their hesitation.
- Refocus the Dialogue: Instead of providing more RACI charts, ask questions like, “What feels unclear about your role in this change?” or “How cam we make this process work better for you?”
- Offer Targeted Support: Resistance often stems from fear of failure or lack of confidence. Providing additional coaching or peer support can help people feel more secure in their new roles.
- Express, Model, and Reinforce the Change: Encourage leaders and team influencers to express, model, and reinforce the attitudes and behaviors you want to see, showing that change is not only possible but also manageable.
When people keep asking for documentation that’s already available, don’t assume it’s just a communication gap. Often, it’s a sign of resistance to change. By addressing the root causes—providing reassurance, fostering openness, and offering support—you can help your team move beyond uncertainty and keep your transformation on track.
Have you noticed similar patterns of resistance? Share your experiences in the comments. Contact Peacock Hill Consulting to learn more about overcoming change roadblocks.
