How can you manage participants who resist change?

1 Understand the reasons

Resistance is not always irrational or negative. It may stem from genuine concerns, fears, values, or preferences that the participants have. Before you try to overcome resistance, try to understand the reasons behind it. Ask open-ended questions, listen actively, and empathize with the participants' perspectives. You may discover some valid points, hidden assumptions, or unmet needs that you can address in the facilitation process.

2 Acknowledge and validate

Ignoring or dismissing resistance can make it worse. Instead, acknowledge and validate the participants' feelings and opinions. Show them that you respect their views and appreciate their input. This can help to reduce defensiveness and build rapport. You can also use positive feedback, recognition, and humor to create a more relaxed and friendly atmosphere.

3 Reframe and redirect

Resistance can also be an opportunity to reframe and redirect the discussion. You can use resistance as a catalyst for learning, creativity, and innovation. You can challenge the participants to think critically, explore alternatives, and generate solutions. You can also use resistance as a feedback mechanism to adjust your facilitation style, pace, or methods. You can ask the participants for suggestions, opinions, or examples that can enrich the group's understanding and outcomes.

4 Involve and empower

One of the best ways to manage resistance is to involve and empower the participants in the facilitation process. You can do this by creating a sense of ownership, participation, and collaboration among the group members. You can use techniques such as brainstorming, voting, prioritizing, action planning, or peer coaching to engage the participants and make them feel valued and responsible. You can also leverage the strengths, skills, and experiences of the participants to enhance the group's performance and results.

5 Negotiate and compromise

Sometimes, resistance may be too strong or persistent to overcome with the previous tips. In such cases, you may need to negotiate and compromise with the participants. You can do this by finding common ground, identifying mutual interests, and offering incentives or concessions. You can also set boundaries, rules, or expectations that can help to manage conflict and maintain civility. You can also seek external support, such as a co-facilitator, a mediator, or a sponsor, to help you deal with resistance.

Managing resistance is not easy, but it is possible with the right skills and strategies. By understanding, acknowledging, reframing, involving, and negotiating with the participants who resist change, you can turn resistance into a positive force for large group facilitation.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?