Unpacking the topic of resistance is one of my favourite discussions in the conflict module of The Crew Coach Advance Leadership Course. Resistance is normal. It is a part of every change, and it’s what makes us human. Over the course of time, we develop our own thoughts, ideas and opinions, and if someone challenges our way of thinking, we are likely to stand by our own viewpoints. This can cause conflict and frustration for both parties. It is, therefore, important to understand what resistance is, how to identify it, and how best to handle it when it arises.

What is resistance?

Resistance is a natural human response to change and can be either positive, negative or even neutral. You may encounter it when you are implementing new procedures or systems on board, or if you are stepping up in your role, causing a change in dynamic. To expand on this, a common example is when crew have worked on board for a long time and have the mentality of “it’s been fine/we’ve dealt with it for the past 10 years, why change it now?”

We can’t avoid change, it is everywhere, so we need to learn how to deal with it.

The different levels of resistance

Resistance can be at different levels, and it’s important to be aware of the different types of resistance.

• Emotional Resistance: This type of resistance is felt as an emotional reaction within yourself or others when faced with change. It may feel like fear, anxiety or anger – basically, all the emotions that make us uncomfortable!
• Rational (Logical) Resistance: This type of resistance is based on logic rather than emotion; for example, “I don’t have time for this new way of doing things because I have too many other things to do right now.” As long as your reasons are valid (i.e., they’re not just excuses), then rational reasoning will help you understand why someone might not want what you’re offering them right now.

How to handle resistance

When you try to introduce something new, people will usually resist at first. This is because they don’t know what to expect or how the change will affect them. It’s important for you as a leader not only to understand the concept of resistance but also how it can be handled in two ways:

• Eliminate the resistance completely by making sure that your crew is on board with the changes before introducing them.
• Make people accept change by helping them understand why these changes are necessary and how they will benefit them (this approach is better than eliminating all resistance).

Create an environment where crew can accept change

To help your crew face change and accept it, you should create an environment where your team can at least warm up to the idea of change. This can be done by creating a culture of change. Change is inevitable, so it’s better to be prepared for it rather than have to deal with potential resistance.

If you have already faced resistance from your team members when trying to implement new things or ideas, here are some tips on how you can handle resistance in a calm and patient manner:

• Be transparent – avoid keeping the information to yourself until the last minute. Give them time to think things through before making any decisions or taking action on anything. In addition to this, go through the pros and cons regarding the change with a focus on what is in it for them;
• Listen carefully when someone is talking about their concerns;
• Acknowledge those concerns, but then explain why the changes are necessary (use facts and figures if you can).

Conclusion

I hope this article has been helpful as it was a popular question I received from my Instagram community (@the_crew_coach). Remember, everyone has their own unique resistance to change, and you can’t expect everyone to be on board with your ideas from day one. But if you keep in mind these tips for how to handle resistance in a calm and patient manner, then you’ll be well on your way towards making progress as an effective leader!

For more information on becoming a transformational leader, please visit https://thecrewcoach.com/superyacht-advanced-leadership/