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**files (2)** – ## Week6LearningResources-Capstone.docx – ## Week6DiscussionResponse-Capstone.docx **## Week6LearningResources-Capstone.docx** **Week 6 Learning Resources** **Capstone** **SWOT Analysis** A SWOT analysis is a common strategic framework that focuses on an organization’s strengths, wea…
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**files (2)**
– ## Week6LearningResources-Capstone.docx
– ## Week6DiscussionResponse-Capstone.docx
**## Week6LearningResources-Capstone.docx**
**Week 6 Learning Resources**
**Capstone**
**SWOT Analysis**
A SWOT analysis is a common strategic framework that focuses on an organization’s strengths, weaknesses, opportunities, and threats (SWOT). This framework will analyze the organization internally (through its strengths and weaknesses) and externally (through its opportunities and threats). Information gathered from a SWOT analysis can be used to make better, more informed decisions for an organization. Through these resources, you will examine the SWOT analysis, including some different perspectives and approaches on applying it to decision making.
· Kenton, W. (2025, December 19).
[_SWOT: What it is, how it works, and how to perform an analysis_ Links to an external site.](https://www.investopedia.com/terms/s/swot.asp). Investopedia. https://www.investopedia.com/terms/s/swot.asp
· Minsky, L., & Aron, D. (2021, February 23).
[Are you doing the SWOT analysis backwards?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH067M6-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_ , 1–6. http://hbr.org
· Niehaus, T. (2021, June 10)
_._ [_Don’t jump into digital transformation without a readiness assessmentLinks to an external site._](https://www.forbes.com/sites/forbestechcouncil/2021/06/10/dont-jump-into-digital-transformation-without-a-readiness-assessment/?sh=79919b8a76e7) . Forbes. https://www.forbes.com/sites/forbestechcouncil/2021/06/10/dont-jump-into-digital-transformation-without-a-readiness-assessment/?sh=79919b8a76e7
· OnStrategy. (n.d.).
[_The strategic planning process in 4 steps_ Links to an external site.](https://onstrategyhq.com/resources/strategic-planning-process-basics/).
[https://onstrategyhq.com/resources/strategic-planning-process-basics/](https://onstrategyhq.com/resources/strategic-planning-process-basics/)
**Overcoming Resistance to Change**
There is a plethora of reasons why organizations experience resistance to change. For example, there might be sunk costs associated with a process or technology that an organization’s leaders do not want to lose. As a result, they may resist a particular change, even though investing in a different process or technology could significantly increase productivity and profits. Change can be perceived as a threat, and most people (and organizations) are programmed to avoid threats. Managers and leaders often decline new initiatives and ideas, not because they are bad or unprofitable, but because they would require crossing the threshold of change that can be difficult to overcome. Using these resources, you will examine how organizations and their leadership can overcome resistance to change.
· Baumgartner, N. (2019, March 22).
[_Change is the new normal: How to build a resilient workplace_ Links to an external site.](https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/22/change-is-the-new-normal-how-to-build-a-resilient-workplace/?sh=3582c7f55fc2). Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/22/change-is-the-new-normal-how-to-build-a-resilient-workplace/?sh=3582c7f55fc2
· GreggU. (2021, January 2).
[_Overcoming resistance to change_ Links to an external site.](https://www.youtube.com/watch?v=or_t4Dg6dIU) [Video]. YouTube. https://www.youtube.com/watch?v=or_t4Dg6dIU
· Lumen Learning. (n.d.).
[Resistance to changeLinks to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/). In
_Organizational behavior and human relations_ . https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/
· Martins, J. (2026, January 3).
[_Change management process: 6 steps for teams & leadersLinks to an external site._](https://asana.com/resources/change-management-process). Asana.
[https://asana.com/resources/change-management-process](https://asana.com/resources/change-management-process)
**Organizational Readiness**
Have you ever heard the sentiment that you cannot make someone change unless they want to change themselves? Perhaps you have experienced this in your personal life, whether through yourself or someone else. There is often a catalyst to set the change in motion that can range from reading a short article to surviving a near-death experience. The same concept can be applied in business, except that catalyst might appear as a new competitor entering the market or insolvency within 6 months if circumstances remain unchanged. Using these resources, you will explore the importance of organizational readiness for change.
· D’Amore-McKim School of Business. (2019, November 13).
[_Organizational readiness assessment_ Links to an external site.](https://www.youtube.com/watch?v=STeYt-JJtNY) [Video]. YouTube. https://www.youtube.com/watch?v=STeYt-JJtNY
· Dym, B., & Hutson, H. (2018).
[_Leveraging organizational readiness for change_ Links to an external site.](https://thesystemsthinker.com/leveraging-organizational-readiness-for-change/). The Systems Thinker. https://thesystemsthinker.com/leveraging-organizational-readiness-for-change/
· PKF Texas. (2016, June 27).
[_Five critical areas of change readiness_ Links to an external site.](https://www.youtube.com/watch?v=plzsMJfj9Ws) [Video]. YouTube.
[https://www.youtube.com/watch?v=plzsMJfj9Ws](https://www.youtube.com/watch?v=plzsMJfj9Ws)
**Evaluating Change Readiness**
Assuming an organization has recognized its need for change and has broken past its resistance, what should it do next? Just because change may be necessary does not mean that it will always be easy to implement. It is important for leadership to determine how ready the organization is for the desired changes and then take the appropriate steps to ensure that transitions occur as smoothly as possible, not only from an operational standpoint but also in the attitudes and feelings among employees. Through these resources, you will examine how to evaluate how ready an organization is for change.
· Combe, M. (2014).
[_Change readiness: Focusing change management where it counts_ Links to an external site.](https://www.pmi.org/learning/library/change-readiness-11126). PMI. https://www.pmi.org/learning/library/change-readiness-11126
· Tanner, R. (2020, December 25).
[Is your organization ready for change?Links to an external site.](https://managementisajourney.com/three-questions-senior-leaders-must-ask-before-undertaking-organizational-change/) _Management Is a Journey_ . https://managementisajourney.com/three-questions-senior-leaders-must-ask-before-undertaking-organizational-change/
**The Importance of Change Management**
Have you ever worked for a company that was undergoing change? Whether that change was company-wide or affected just one department or team, there may have been some process in place to ensure that the affected individuals were aware of the change, the reason(s) for the change, and the process for how the change was going to take place. Leaders who have a solid grasp of change management principles and procedures can help to guide their teams through significant shifts in organizational goals, structure, technologies, and processes. And at the broader organizational level, the ability to manage change well can mean the difference between successful initiatives and ones that fail to deliver the desired results.
· McKinsey & Company. (2016, March 22).
[_Dan Levin: The importance of change management_ Links to an external site.](https://www.youtube.com/watch?v=NkGY_xblI3M) [Video]. YouTube. https://www.youtube.com/watch?v=NkGY_xblI3M
· Prosci. (n.d.).
[_Why you need a change management strategy_ Links to an external site.](https://www.prosci.com/resources/articles/change-management-strategy). https://www.prosci.com/resources/articles/change-management-strategy
· Stobierski, T. (2020, January 21).
[Organizational change management: What it is and why it’s importantLinks to an external site.](https://online.hbs.edu/blog/post/organizational-change-management).
_Harvard Business School Online_ . https://online.hbs.edu/blog/post/organizational-change-management
**## Week6DiscussionResponse-Capstone.docx**
**Week 6 Discussion Response**
**Capstone**
**Colleague 1- Leigha Burke**
**Overcoming Resistance to Change**
Change can be difficult to accept, especially when it affects an employee’s existing responsibilities and workload. Although resistance is sometimes viewed negatively, employees may have reasonable concerns about how a proposed change will affect their ability to perform effectively. Lumen Learning (n.d.) explains that resistance can result from factors such as uncertainty, fear of the unknown, and concerns about how a change may personally affect an employee.
**Resisting Change**
In a previous role as a personal assistant, I managed a large portfolio of responsibilities and regularly balanced several competing priorities. At one point, my boss decided to add another significant duty to my portfolio. I was immediately resistant because I already considered my workload demanding and was concerned that adding another responsibility would make it difficult for me to manage everything effectively.
My resistance was not because I was unwilling to learn something new or take on greater responsibility. Instead, I was concerned about my capacity to perform the new duty while maintaining the same quality of work across my existing responsibilities. I did not want deadlines to be missed or the quality of my work to decline because I had become overloaded. Therefore, my initial reaction was to focus primarily on how the change would increase my workload rather than considering how I could adjust to it.
**Overcoming Resistance to Change**
Looking back, the main factor holding me back was feeling overwhelmed by what I believed additional responsibility would require. Because I already had a large portfolio, I viewed the new duty as another demand on limited time rather than an opportunity to develop my abilities. Lumen Learning (n.d.) explains that resistance can occur when employees are uncertain about change or believe that it may negatively affect their current situation. This relates to my experience because much of my resistance came from anticipating how difficult the additional responsibility would be before I had fully adjusted to it.
What helped me overcome my resistance was gaining a clearer understanding of what the new responsibility involved and communicating my concerns about my existing workload. Rather than continuing to focus on why I could not manage the change, I began looking at how I could reorganize and prioritize my responsibilities. I also gave myself time to learn the new duty instead of expecting myself to immediately manage it as efficiently as responsibilities I had been performing for much longer.
As I became more familiar with the responsibility, it became less overwhelming. The experience taught me that adapting to change does not mean ignoring legitimate concerns. Instead, it may require communicating those concerns, asking questions, adjusting priorities, and remaining open to finding a workable solution. Baumgartner (2019) emphasizes resilience and adaptability as important qualities for employees facing continued workplace change. In my experience, becoming more adaptable did not mean that my original workload concerns were invalid; it meant learning how to address those concerns constructively while still being willing to move forward.
**Applying Lessons Learned**
If I were leading a team through organizational change and encountered resistance, the first lesson I would apply from my own experience would be to understand the reason behind the resistance before trying to overcome it. My resistance was based on a genuine concern about workload and capacity. Therefore, as a leader, I would avoid immediately if an employee who questions a change is being negative, difficult, or unwilling to cooperate. Instead, I would speak with employees and give them an opportunity to explain their concerns.
I would also clearly explain why the change is necessary, what will be expected, and how existing responsibilities may be affected. Stobierski (2020) explains that organizational change management involves preparing and supporting employees as they transition from the current state to a desired future state. If employees are being given additional responsibilities, I believe leaders should also examine their existing workloads rather than simply expecting them to absorb more work. This could involve reprioritizing assignments, redistributing certain duties, providing training, or identifying additional support.
Another lesson from my experience is the importance of giving employees time to adjust. I became more comfortable with my additional responsibility as I gained experience and realized that I could adapt the way I managed my workload. Martins (2026) emphasizes communication and employee involvement as important parts of the change management process. As a leader, I would therefore maintain regular communication throughout the transition rather than if explaining the change once is enough.
Ultimately, my experience taught me that resistance can provide useful information about what employees need to successfully navigate change. Listening to concerns does not mean that a leader must abandon a necessary change. Instead, it provides an opportunity to identify barriers and determine how employees can be supported through the transition. By listening, communicating clearly, reviewing workloads, providing appropriate support, and allowing employees time to adjust, I believe I could help a team move from resistance toward greater acceptance of change.
**References**
Baumgartner, N. (2019, March 22).
[Change is the new normal: How to build a resilient workplaceLinks to an external site.](https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/22/change-is-the-new-normal-how-to-build-a-resilient-workplace/?sh=3582c7f55fc2). Forbes.
Lumen Learning. (n.d.).
[Resistance to changeLinks to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/). In Organizational behavior and human relations .
Martins, J. (2026, January 3).
[Change management process: 6 steps for teams & leadersLinks to an external site.](https://asana.com/resources/change-management-process). Asana.
Stobierski, T. (2020, January 21).
[Organizational change management: What it is and why it’s importantLinks to an external site.](https://online.hbs.edu/blog/post/organizational-change-management).
**Colleague 2- Tiffany Mitchell**
Resisting Change
In nursing, even though every patient and every shift is different, staying in the same position came become routine. I like routine. That comfort made me resistant to the idea of changing careers even when I knew I was craving something different. The predictability of my role felt safe. I knew the workflows, the team, the expectations, and I could rely on my experience to guide me through any challenge. The thought of stepping into a new environment, learning new systems, and redefining my professional identity felt overwhelming. I worried about losing the confidence and competence I had built over years, so holding onto the familiar felt easier than taking the risk of starting over. I stayed in the same position, on the same unit for 11 years.
Overcoming Resistance to Change
My preference for predictability was one of the reasons why I initially resisted changing careers. The thought of stepping into a new role meant learning unfamiliar systems, developing new skills, and facing situations where I might not feel competent right away. I was resisting change out of fear and uncertainty Lumen Learning (n.d.). I had built confidence and identity around my nursing role, and leaving it felt like risking both stability and professional security.
What helped me overcome that resistance was a combination of education and support in the change process. Gaining clearer information about what the transition would require reduces the fear of the unknown (Lumen Learning, n.d.). Talking with colleagues provided the support I needed to process my concerns, rather than avoid them. Over time, these strategies helped shift my mindset from protecting my comfort to recognizing the growth that could come from embracing a new professional path. Ultimately, my desire for change became greater than my desire to stay the same.
Applying Lessons Learned
As a team leader, if I were called to lead a change within the organization, I would recognize that resistance to change often comes from fear of the unknown. My priority would be to ensure ongoing, mutual trust between my team and me. I would provide education and communication to make sure my team has clear, consistent information and understands the ‘why’ behind the change. I will also highlight how the change will benefit them, not just the company. When people understand why the change is necessary, they’ll be more willing to change (GreggU, 2021). Finally, I will provide continuous support, during and after the transition period, tracking progress and gathering feedback, making necessary pivots along the way. Change management is an ongoing process (Martins, 2026).
References
GreggU. (2021, January 2).
[_Overcoming resistance to change._](https://waldenu.instructure.com/courses/247046/discussion_topics/Overcoming%20resistance%20to%20change.) [Video]. YouTube. https://www.youtube.com/watch?v=or_t4Dg6dIU
Lumen Learning. (n.d.).
[Resistance to change](https://waldenu.instructure.com/courses/247046/discussion_topics/Resistance%20to%20change). In Organizational behavior and human relations.
[https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/\
Links to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/)
Martins, J. (2026, January 3). Change management process: 6 steps for teams & leaders. Asana. https://asana.com/resources/change-management-process
**## Week6DiscussionResponse-Capstone.docx**
**Week 6 Discussion Response**
**Capstone**
**Colleague 1- Leigha Burke**
**Overcoming Resistance to Change**
Change can be difficult to accept, especially when it affects an employee’s existing responsibilities and workload. Although resistance is sometimes viewed negatively, employees may have reasonable concerns about how a proposed change will affect their ability to perform effectively. Lumen Learning (n.d.) explains that resistance can result from factors such as uncertainty, fear of the unknown, and concerns about how a change may personally affect an employee.
**Resisting Change**
In a previous role as a personal assistant, I managed a large portfolio of responsibilities and regularly balanced several competing priorities. At one point, my boss decided to add another significant duty to my portfolio. I was immediately resistant because I already considered my workload demanding and was concerned that adding another responsibility would make it difficult for me to manage everything effectively.
My resistance was not because I was unwilling to learn something new or take on greater responsibility. Instead, I was concerned about my capacity to perform the new duty while maintaining the same quality of work across my existing responsibilities. I did not want deadlines to be missed or the quality of my work to decline because I had become overloaded. Therefore, my initial reaction was to focus primarily on how the change would increase my workload rather than considering how I could adjust to it.
**Overcoming Resistance to Change**
Looking back, the main factor holding me back was feeling overwhelmed by what I believed additional responsibility would require. Because I already had a large portfolio, I viewed the new duty as another demand on limited time rather than an opportunity to develop my abilities. Lumen Learning (n.d.) explains that resistance can occur when employees are uncertain about change or believe that it may negatively affect their current situation. This relates to my experience because much of my resistance came from anticipating how difficult the additional responsibility would be before I had fully adjusted to it.
What helped me overcome my resistance was gaining a clearer understanding of what the new responsibility involved and communicating my concerns about my existing workload. Rather than continuing to focus on why I could not manage the change, I began looking at how I could reorganize and prioritize my responsibilities. I also gave myself time to learn the new duty instead of expecting myself to immediately manage it as efficiently as responsibilities I had been performing for much longer.
As I became more familiar with the responsibility, it became less overwhelming. The experience taught me that adapting to change does not mean ignoring legitimate concerns. Instead, it may require communicating those concerns, asking questions, adjusting priorities, and remaining open to finding a workable solution. Baumgartner (2019) emphasizes resilience and adaptability as important qualities for employees facing continued workplace change. In my experience, becoming more adaptable did not mean that my original workload concerns were invalid; it meant learning how to address those concerns constructively while still being willing to move forward.
**Applying Lessons Learned**
If I were leading a team through organizational change and encountered resistance, the first lesson I would apply from my own experience would be to understand the reason behind the resistance before trying to overcome it. My resistance was based on a genuine concern about workload and capacity. Therefore, as a leader, I would avoid immediately if an employee who questions a change is being negative, difficult, or unwilling to cooperate. Instead, I would speak with employees and give them an opportunity to explain their concerns.
I would also clearly explain why the change is necessary, what will be expected, and how existing responsibilities may be affected. Stobierski (2020) explains that organizational change management involves preparing and supporting employees as they transition from the current state to a desired future state. If employees are being given additional responsibilities, I believe leaders should also examine their existing workloads rather than simply expecting them to absorb more work. This could involve reprioritizing assignments, redistributing certain duties, providing training, or identifying additional support.
Another lesson from my experience is the importance of giving employees time to adjust. I became more comfortable with my additional responsibility as I gained experience and realized that I could adapt the way I managed my workload. Martins (2026) emphasizes communication and employee involvement as important parts of the change management process. As a leader, I would therefore maintain regular communication throughout the transition rather than if explaining the change once is enough.
Ultimately, my experience taught me that resistance can provide useful information about what employees need to successfully navigate change. Listening to concerns does not mean that a leader must abandon a necessary change. Instead, it provides an opportunity to identify barriers and determine how employees can be supported through the transition. By listening, communicating clearly, reviewing workloads, providing appropriate support, and allowing employees time to adjust, I believe I could help a team move from resistance toward greater acceptance of change.
**References**
Baumgartner, N. (2019, March 22).
[Change is the new normal: How to build a resilient workplaceLinks to an external site.](https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/22/change-is-the-new-normal-how-to-build-a-resilient-workplace/?sh=3582c7f55fc2). Forbes.
Lumen Learning. (n.d.).
[Resistance to changeLinks to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/). In Organizational behavior and human relations .
Martins, J. (2026, January 3).
[Change management process: 6 steps for teams & leadersLinks to an external site.](https://asana.com/resources/change-management-process). Asana.
Stobierski, T. (2020, January 21).
[Organizational change management: What it is and why it’s importantLinks to an external site.](https://online.hbs.edu/blog/post/organizational-change-management).
**Colleague 2- Tiffany Mitchell**
Resisting Change
In nursing, even though every patient and every shift is different, staying in the same position came become routine. I like routine. That comfort made me resistant to the idea of changing careers even when I knew I was craving something different. The predictability of my role felt safe. I knew the workflows, the team, the expectations, and I could rely on my experience to guide me through any challenge. The thought of stepping into a new environment, learning new systems, and redefining my professional identity felt overwhelming. I worried about losing the confidence and competence I had built over years, so holding onto the familiar felt easier than taking the risk of starting over. I stayed in the same position, on the same unit for 11 years.
Overcoming Resistance to Change
My preference for predictability was one of the reasons why I initially resisted changing careers. The thought of stepping into a new role meant learning unfamiliar systems, developing new skills, and facing situations where I might not feel competent right away. I was resisting change out of fear and uncertainty Lumen Learning (n.d.). I had built confidence and identity around my nursing role, and leaving it felt like risking both stability and professional security.
What helped me overcome that resistance was a combination of education and support in the change process. Gaining clearer information about what the transition would require reduces the fear of the unknown (Lumen Learning, n.d.). Talking with colleagues provided the support I needed to process my concerns, rather than avoid them. Over time, these strategies helped shift my mindset from protecting my comfort to recognizing the growth that could come from embracing a new professional path. Ultimately, my desire for change became greater than my desire to stay the same.
Applying Lessons Learned
As a team leader, if I were called to lead a change within the organization, I would recognize that resistance to change often comes from fear of the unknown. My priority would be to ensure ongoing, mutual trust between my team and me. I would provide education and communication to make sure my team has clear, consistent information and understands the ‘why’ behind the change. I will also highlight how the change will benefit them, not just the company. When people understand why the change is necessary, they’ll be more willing to change (GreggU, 2021). Finally, I will provide continuous support, during and after the transition period, tracking progress and gathering feedback, making necessary pivots along the way. Change management is an ongoing process (Martins, 2026).
References
GreggU. (2021, January 2).
[_Overcoming resistance to change._](https://waldenu.instructure.com/courses/247046/discussion_topics/Overcoming%20resistance%20to%20change.) [Video]. YouTube. https://www.youtube.com/watch?v=or_t4Dg6dIU
Lumen Learning. (n.d.).
[Resistance to change](https://waldenu.instructure.com/courses/247046/discussion_topics/Resistance%20to%20change). In Organizational behavior and human relations.
[https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/\
Links to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/)
Martins, J. (2026, January 3). Change management process: 6 steps for teams & leaders. Asana. https://asana.com/resources/change-management-process
**## Week6LearningResources-Capstone.docx**
**Week 6 Learning Resources**
**Capstone**
**SWOT Analysis**
A SWOT analysis is a common strategic framework that focuses on an organization’s strengths, weaknesses, opportunities, and threats (SWOT). This framework will analyze the organization internally (through its strengths and weaknesses) and externally (through its opportunities and threats). Information gathered from a SWOT analysis can be used to make better, more informed decisions for an organization. Through these resources, you will examine the SWOT analysis, including some different perspectives and approaches on applying it to decision making.
· Kenton, W. (2025, December 19).
[_SWOT: What it is, how it works, and how to perform an analysis_ Links to an external site.](https://www.investopedia.com/terms/s/swot.asp). Investopedia. https://www.investopedia.com/terms/s/swot.asp
· Minsky, L., & Aron, D. (2021, February 23).
[Are you doing the SWOT analysis backwards?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH067M6-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_ , 1–6. http://hbr.org
· Niehaus, T. (2021, June 10)
_._ [_Don’t jump into digital transformation without a readiness assessmentLinks to an external site._](https://www.forbes.com/sites/forbestechcouncil/2021/06/10/dont-jump-into-digital-transformation-without-a-readiness-assessment/?sh=79919b8a76e7) . Forbes. https://www.forbes.com/sites/forbestechcouncil/2021/06/10/dont-jump-into-digital-transformation-without-a-readiness-assessment/?sh=79919b8a76e7
· OnStrategy. (n.d.).
[_The strategic planning process in 4 steps_ Links to an external site.](https://onstrategyhq.com/resources/strategic-planning-process-basics/).
[https://onstrategyhq.com/resources/strategic-planning-process-basics/](https://onstrategyhq.com/resources/strategic-planning-process-basics/)
**Overcoming Resistance to Change**
There is a plethora of reasons why organizations experience resistance to change. For example, there might be sunk costs associated with a process or technology that an organization’s leaders do not want to lose. As a result, they may resist a particular change, even though investing in a different process or technology could significantly increase productivity and profits. Change can be perceived as a threat, and most people (and organizations) are programmed to avoid threats. Managers and leaders often decline new initiatives and ideas, not because they are bad or unprofitable, but because they would require crossing the threshold of change that can be difficult to overcome. Using these resources, you will examine how organizations and their leadership can overcome resistance to change.
· Baumgartner, N. (2019, March 22).
[_Change is the new normal: How to build a resilient workplace_ Links to an external site.](https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/22/change-is-the-new-normal-how-to-build-a-resilient-workplace/?sh=3582c7f55fc2). Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/22/change-is-the-new-normal-how-to-build-a-resilient-workplace/?sh=3582c7f55fc2
· GreggU. (2021, January 2).
[_Overcoming resistance to change_ Links to an external site.](https://www.youtube.com/watch?v=or_t4Dg6dIU) [Video]. YouTube. https://www.youtube.com/watch?v=or_t4Dg6dIU
· Lumen Learning. (n.d.).
[Resistance to changeLinks to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/). In
_Organizational behavior and human relations_ . https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/
· Martins, J. (2026, January 3).
[_Change management process: 6 steps for teams & leadersLinks to an external site._](https://asana.com/resources/change-management-process). Asana.
[https://asana.com/resources/change-management-process](https://asana.com/resources/change-management-process)
**Organizational Readiness**
Have you ever heard the sentiment that you cannot make someone change unless they want to change themselves? Perhaps you have experienced this in your personal life, whether through yourself or someone else. There is often a catalyst to set the change in motion that can range from reading a short article to surviving a near-death experience. The same concept can be applied in business, except that catalyst might appear as a new competitor entering the market or insolvency within 6 months if circumstances remain unchanged. Using these resources, you will explore the importance of organizational readiness for change.
· D’Amore-McKim School of Business. (2019, November 13).
[_Organizational readiness assessment_ Links to an external site.](https://www.youtube.com/watch?v=STeYt-JJtNY) [Video]. YouTube. https://www.youtube.com/watch?v=STeYt-JJtNY
· Dym, B., & Hutson, H. (2018).
[_Leveraging organizational readiness for change_ Links to an external site.](https://thesystemsthinker.com/leveraging-organizational-readiness-for-change/). The Systems Thinker. https://thesystemsthinker.com/leveraging-organizational-readiness-for-change/
· PKF Texas. (2016, June 27).
[_Five critical areas of change readiness_ Links to an external site.](https://www.youtube.com/watch?v=plzsMJfj9Ws) [Video]. YouTube.
[https://www.youtube.com/watch?v=plzsMJfj9Ws](https://www.youtube.com/watch?v=plzsMJfj9Ws)
**Evaluating Change Readiness**
Assuming an organization has recognized its need for change and has broken past its resistance, what should it do next? Just because change may be necessary does not mean that it will always be easy to implement. It is important for leadership to determine how ready the organization is for the desired changes and then take the appropriate steps to ensure that transitions occur as smoothly as possible, not only from an operational standpoint but also in the attitudes and feelings among employees. Through these resources, you will examine how to evaluate how ready an organization is for change.
· Combe, M. (2014).
[_Change readiness: Focusing change management where it counts_ Links to an external site.](https://www.pmi.org/learning/library/change-readiness-11126). PMI. https://www.pmi.org/learning/library/change-readiness-11126
· Tanner, R. (2020, December 25).
[Is your organization ready for change?Links to an external site.](https://managementisajourney.com/three-questions-senior-leaders-must-ask-before-undertaking-organizational-change/) _Management Is a Journey_ . https://managementisajourney.com/three-questions-senior-leaders-must-ask-before-undertaking-organizational-change/
**The Importance of Change Management**
Have you ever worked for a company that was undergoing change? Whether that change was company-wide or affected just one department or team, there may have been some process in place to ensure that the affected individuals were aware of the change, the reason(s) for the change, and the process for how the change was going to take place. Leaders who have a solid grasp of change management principles and procedures can help to guide their teams through significant shifts in organizational goals, structure, technologies, and processes. And at the broader organizational level, the ability to manage change well can mean the difference between successful initiatives and ones that fail to deliver the desired results.
· McKinsey & Company. (2016, March 22).
[_Dan Levin: The importance of change management_ Links to an external site.](https://www.youtube.com/watch?v=NkGY_xblI3M) [Video]. YouTube. https://www.youtube.com/watch?v=NkGY_xblI3M
· Prosci. (n.d.).
[_Why you need a change management strategy_ Links to an external site.](https://www.prosci.com/resources/articles/change-management-strategy). https://www.prosci.com/resources/articles/change-management-strategy
· Stobierski, T. (2020, January 21).
[Organizational change management: What it is and why it’s importantLinks to an external site.](https://online.hbs.edu/blog/post/organizational-change-management).
_Harvard Business School Online_ . https://online.hbs.edu/blog/post/organizational-change-management
**## Week6DiscussionResponse-Capstone.docx**
**Week 6 Discussion Response**
**Capstone**
**Colleague 1- Leigha Burke**
**Overcoming Resistance to Change**
Change can be difficult to accept, especially when it affects an employee’s existing responsibilities and workload. Although resistance is sometimes viewed negatively, employees may have reasonable concerns about how a proposed change will affect their ability to perform effectively. Lumen Learning (n.d.) explains that resistance can result from factors such as uncertainty, fear of the unknown, and concerns about how a change may personally affect an employee.
**Resisting Change**
In a previous role as a personal assistant, I managed a large portfolio of responsibilities and regularly balanced several competing priorities. At one point, my boss decided to add another significant duty to my portfolio. I was immediately resistant because I already considered my workload demanding and was concerned that adding another responsibility would make it difficult for me to manage everything effectively.
My resistance was not because I was unwilling to learn something new or take on greater responsibility. Instead, I was concerned about my capacity to perform the new duty while maintaining the same quality of work across my existing responsibilities. I did not want deadlines to be missed or the quality of my work to decline because I had become overloaded. Therefore, my initial reaction was to focus primarily on how the change would increase my workload rather than considering how I could adjust to it.
**Overcoming Resistance to Change**
Looking back, the main factor holding me back was feeling overwhelmed by what I believed additional responsibility would require. Because I already had a large portfolio, I viewed the new duty as another demand on limited time rather than an opportunity to develop my abilities. Lumen Learning (n.d.) explains that resistance can occur when employees are uncertain about change or believe that it may negatively affect their current situation. This relates to my experience because much of my resistance came from anticipating how difficult the additional responsibility would be before I had fully adjusted to it.
What helped me overcome my resistance was gaining a clearer understanding of what the new responsibility involved and communicating my concerns about my existing workload. Rather than continuing to focus on why I could not manage the change, I began looking at how I could reorganize and prioritize my responsibilities. I also gave myself time to learn the new duty instead of expecting myself to immediately manage it as efficiently as responsibilities I had been performing for much longer.
As I became more familiar with the responsibility, it became less overwhelming. The experience taught me that adapting to change does not mean ignoring legitimate concerns. Instead, it may require communicating those concerns, asking questions, adjusting priorities, and remaining open to finding a workable solution. Baumgartner (2019) emphasizes resilience and adaptability as important qualities for employees facing continued workplace change. In my experience, becoming more adaptable did not mean that my original workload concerns were invalid; it meant learning how to address those concerns constructively while still being willing to move forward.
**Applying Lessons Learned**
If I were leading a team through organizational change and encountered resistance, the first lesson I would apply from my own experience would be to understand the reason behind the resistance before trying to overcome it. My resistance was based on a genuine concern about workload and capacity. Therefore, as a leader, I would avoid immediately if an employee who questions a change is being negative, difficult, or unwilling to cooperate. Instead, I would speak with employees and give them an opportunity to explain their concerns.
I would also clearly explain why the change is necessary, what will be expected, and how existing responsibilities may be affected. Stobierski (2020) explains that organizational change management involves preparing and supporting employees as they transition from the current state to a desired future state. If employees are being given additional responsibilities, I believe leaders should also examine their existing workloads rather than simply expecting them to absorb more work. This could involve reprioritizing assignments, redistributing certain duties, providing training, or identifying additional support.
Another lesson from my experience is the importance of giving employees time to adjust. I became more comfortable with my additional responsibility as I gained experience and realized that I could adapt the way I managed my workload. Martins (2026) emphasizes communication and employee involvement as important parts of the change management process. As a leader, I would therefore maintain regular communication throughout the transition rather than if explaining the change once is enough.
Ultimately, my experience taught me that resistance can provide useful information about what employees need to successfully navigate change. Listening to concerns does not mean that a leader must abandon a necessary change. Instead, it provides an opportunity to identify barriers and determine how employees can be supported through the transition. By listening, communicating clearly, reviewing workloads, providing appropriate support, and allowing employees time to adjust, I believe I could help a team move from resistance toward greater acceptance of change.
**References**
Baumgartner, N. (2019, March 22).
[Change is the new normal: How to build a resilient workplaceLinks to an external site.](https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/22/change-is-the-new-normal-how-to-build-a-resilient-workplace/?sh=3582c7f55fc2). Forbes.
Lumen Learning. (n.d.).
[Resistance to changeLinks to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/). In Organizational behavior and human relations .
Martins, J. (2026, January 3).
[Change management process: 6 steps for teams & leadersLinks to an external site.](https://asana.com/resources/change-management-process). Asana.
Stobierski, T. (2020, January 21).
[Organizational change management: What it is and why it’s importantLinks to an external site.](https://online.hbs.edu/blog/post/organizational-change-management).
**Colleague 2- Tiffany Mitchell**
Resisting Change
In nursing, even though every patient and every shift is different, staying in the same position came become routine. I like routine. That comfort made me resistant to the idea of changing careers even when I knew I was craving something different. The predictability of my role felt safe. I knew the workflows, the team, the expectations, and I could rely on my experience to guide me through any challenge. The thought of stepping into a new environment, learning new systems, and redefining my professional identity felt overwhelming. I worried about losing the confidence and competence I had built over years, so holding onto the familiar felt easier than taking the risk of starting over. I stayed in the same position, on the same unit for 11 years.
Overcoming Resistance to Change
My preference for predictability was one of the reasons why I initially resisted changing careers. The thought of stepping into a new role meant learning unfamiliar systems, developing new skills, and facing situations where I might not feel competent right away. I was resisting change out of fear and uncertainty Lumen Learning (n.d.). I had built confidence and identity around my nursing role, and leaving it felt like risking both stability and professional security.
What helped me overcome that resistance was a combination of education and support in the change process. Gaining clearer information about what the transition would require reduces the fear of the unknown (Lumen Learning, n.d.). Talking with colleagues provided the support I needed to process my concerns, rather than avoid them. Over time, these strategies helped shift my mindset from protecting my comfort to recognizing the growth that could come from embracing a new professional path. Ultimately, my desire for change became greater than my desire to stay the same.
Applying Lessons Learned
As a team leader, if I were called to lead a change within the organization, I would recognize that resistance to change often comes from fear of the unknown. My priority would be to ensure ongoing, mutual trust between my team and me. I would provide education and communication to make sure my team has clear, consistent information and understands the ‘why’ behind the change. I will also highlight how the change will benefit them, not just the company. When people understand why the change is necessary, they’ll be more willing to change (GreggU, 2021). Finally, I will provide continuous support, during and after the transition period, tracking progress and gathering feedback, making necessary pivots along the way. Change management is an ongoing process (Martins, 2026).
References
GreggU. (2021, January 2).
[_Overcoming resistance to change._](https://waldenu.instructure.com/courses/247046/discussion_topics/Overcoming%20resistance%20to%20change.) [Video]. YouTube. https://www.youtube.com/watch?v=or_t4Dg6dIU
Lumen Learning. (n.d.).
[Resistance to change](https://waldenu.instructure.com/courses/247046/discussion_topics/Resistance%20to%20change). In Organizational behavior and human relations.
[https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/\
Links to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/)
Martins, J. (2026, January 3). Change management process: 6 steps for teams & leaders. Asana. https://asana.com/resources/change-management-process
**## Week6LearningResources-Capstone.docx**
**Week 6 Learning Resources**
**Capstone**
**SWOT Analysis**
A SWOT analysis is a common strategic framework that focuses on an organization’s strengths, weaknesses, opportunities, and threats (SWOT). This framework will analyze the organization internally (through its strengths and weaknesses) and externally (through its opportunities and threats). Information gathered from a SWOT analysis can be used to make better, more informed decisions for an organization. Through these resources, you will examine the SWOT analysis, including some different perspectives and approaches on applying it to decision making.
· Kenton, W. (2025, December 19).
[_SWOT: What it is, how it works, and how to perform an analysis_ Links to an external site.](https://www.investopedia.com/terms/s/swot.asp). Investopedia. https://www.investopedia.com/terms/s/swot.asp
· Minsky, L., & Aron, D. (2021, February 23).
[Are you doing the SWOT analysis backwards?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH067M6-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_ , 1–6. http://hbr.org
· Niehaus, T. (2021, June 10)
_._ [_Don’t jump into digital transformation without a readiness assessmentLinks to an external site._](https://www.forbes.com/sites/forbestechcouncil/2021/06/10/dont-jump-into-digital-transformation-without-a-readiness-assessment/?sh=79919b8a76e7) . Forbes. https://www.forbes.com/sites/forbestechcouncil/2021/06/10/dont-jump-into-digital-transformation-without-a-readiness-assessment/?sh=79919b8a76e7
· OnStrategy. (n.d.).
[_The strategic planning process in 4 steps_ Links to an external site.](https://onstrategyhq.com/resources/strategic-planning-process-basics/).
[https://onstrategyhq.com/resources/strategic-planning-process-basics/](https://onstrategyhq.com/resources/strategic-planning-process-basics/)
**Overcoming Resistance to Change**
There is a plethora of reasons why organizations experience resistance to change. For example, there might be sunk costs associated with a process or technology that an organization’s leaders do not want to lose. As a result, they may resist a particular change, even though investing in a different process or technology could significantly increase productivity and profits. Change can be perceived as a threat, and most people (and organizations) are programmed to avoid threats. Managers and leaders often decline new initiatives and ideas, not because they are bad or unprofitable, but because they would require crossing the threshold of change that can be difficult to overcome. Using these resources, you will examine how organizations and their leadership can overcome resistance to change.
· Baumgartner, N. (2019, March 22).
[_Change is the new normal: How to build a resilient workplace_ Links to an external site.](https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/22/change-is-the-new-normal-how-to-build-a-resilient-workplace/?sh=3582c7f55fc2). Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/22/change-is-the-new-normal-how-to-build-a-resilient-workplace/?sh=3582c7f55fc2
· GreggU. (2021, January 2).
[_Overcoming resistance to change_ Links to an external site.](https://www.youtube.com/watch?v=or_t4Dg6dIU) [Video]. YouTube. https://www.youtube.com/watch?v=or_t4Dg6dIU
· Lumen Learning. (n.d.).
[Resistance to changeLinks to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/). In
_Organizational behavior and human relations_ . https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/
· Martins, J. (2026, January 3).
[_Change management process: 6 steps for teams & leadersLinks to an external site._](https://asana.com/resources/change-management-process). Asana.
[https://asana.com/resources/change-management-process](https://asana.com/resources/change-management-process)
**Organizational Readiness**
Have you ever heard the sentiment that you cannot make someone change unless they want to change themselves? Perhaps you have experienced this in your personal life, whether through yourself or someone else. There is often a catalyst to set the change in motion that can range from reading a short article to surviving a near-death experience. The same concept can be applied in business, except that catalyst might appear as a new competitor entering the market or insolvency within 6 months if circumstances remain unchanged. Using these resources, you will explore the importance of organizational readiness for change.
· D’Amore-McKim School of Business. (2019, November 13).
[_Organizational readiness assessment_ Links to an external site.](https://www.youtube.com/watch?v=STeYt-JJtNY) [Video]. YouTube. https://www.youtube.com/watch?v=STeYt-JJtNY
· Dym, B., & Hutson, H. (2018).
[_Leveraging organizational readiness for change_ Links to an external site.](https://thesystemsthinker.com/leveraging-organizational-readiness-for-change/). The Systems Thinker. https://thesystemsthinker.com/leveraging-organizational-readiness-for-change/
· PKF Texas. (2016, June 27).
[_Five critical areas of change readiness_ Links to an external site.](https://www.youtube.com/watch?v=plzsMJfj9Ws) [Video]. YouTube.
[https://www.youtube.com/watch?v=plzsMJfj9Ws](https://www.youtube.com/watch?v=plzsMJfj9Ws)
**Evaluating Change Readiness**
Assuming an organization has recognized its need for change and has broken past its resistance, what should it do next? Just because change may be necessary does not mean that it will always be easy to implement. It is important for leadership to determine how ready the organization is for the desired changes and then take the appropriate steps to ensure that transitions occur as smoothly as possible, not only from an operational standpoint but also in the attitudes and feelings among employees. Through these resources, you will examine how to evaluate how ready an organization is for change.
· Combe, M. (2014).
[_Change readiness: Focusing change management where it counts_ Links to an external site.](https://www.pmi.org/learning/library/change-readiness-11126). PMI. https://www.pmi.org/learning/library/change-readiness-11126
· Tanner, R. (2020, December 25).
[Is your organization ready for change?Links to an external site.](https://managementisajourney.com/three-questions-senior-leaders-must-ask-before-undertaking-organizational-change/) _Management Is a Journey_ . https://managementisajourney.com/three-questions-senior-leaders-must-ask-before-undertaking-organizational-change/
**The Importance of Change Management**
Have you ever worked for a company that was undergoing change? Whether that change was company-wide or affected just one department or team, there may have been some process in place to ensure that the affected individuals were aware of the change, the reason(s) for the change, and the process for how the change was going to take place. Leaders who have a solid grasp of change management principles and procedures can help to guide their teams through significant shifts in organizational goals, structure, technologies, and processes. And at the broader organizational level, the ability to manage change well can mean the difference between successful initiatives and ones that fail to deliver the desired results.
· McKinsey & Company. (2016, March 22).
[_Dan Levin: The importance of change management_ Links to an external site.](https://www.youtube.com/watch?v=NkGY_xblI3M) [Video]. YouTube. https://www.youtube.com/watch?v=NkGY_xblI3M
· Prosci. (n.d.).
[_Why you need a change management strategy_ Links to an external site.](https://www.prosci.com/resources/articles/change-management-strategy). https://www.prosci.com/resources/articles/change-management-strategy
· Stobierski, T. (2020, January 21).
[Organizational change management: What it is and why it’s importantLinks to an external site.](https://online.hbs.edu/blog/post/organizational-change-management).
_Harvard Business School Online_ . https://online.hbs.edu/blog/post/organizational-change-management
**## Week6DiscussionResponse-Capstone.docx**
**Week 6 Discussion Response**
**Capstone**
**Colleague 1- Leigha Burke**
**Overcoming Resistance to Change**
Change can be difficult to accept, especially when it affects an employee’s existing responsibilities and workload. Although resistance is sometimes viewed negatively, employees may have reasonable concerns about how a proposed change will affect their ability to perform effectively. Lumen Learning (n.d.) explains that resistance can result from factors such as uncertainty, fear of the unknown, and concerns about how a change may personally affect an employee.
**Resisting Change**
In a previous role as a personal assistant, I managed a large portfolio of responsibilities and regularly balanced several competing priorities. At one point, my boss decided to add another significant duty to my portfolio. I was immediately resistant because I already considered my workload demanding and was concerned that adding another responsibility would make it difficult for me to manage everything effectively.
My resistance was not because I was unwilling to learn something new or take on greater responsibility. Instead, I was concerned about my capacity to perform the new duty while maintaining the same quality of work across my existing responsibilities. I did not want deadlines to be missed or the quality of my work to decline because I had become overloaded. Therefore, my initial reaction was to focus primarily on how the change would increase my workload rather than considering how I could adjust to it.
**Overcoming Resistance to Change**
Looking back, the main factor holding me back was feeling overwhelmed by what I believed additional responsibility would require. Because I already had a large portfolio, I viewed the new duty as another demand on limited time rather than an opportunity to develop my abilities. Lumen Learning (n.d.) explains that resistance can occur when employees are uncertain about change or believe that it may negatively affect their current situation. This relates to my experience because much of my resistance came from anticipating how difficult the additional responsibility would be before I had fully adjusted to it.
What helped me overcome my resistance was gaining a clearer understanding of what the new responsibility involved and communicating my concerns about my existing workload. Rather than continuing to focus on why I could not manage the change, I began looking at how I could reorganize and prioritize my responsibilities. I also gave myself time to learn the new duty instead of expecting myself to immediately manage it as efficiently as responsibilities I had been performing for much longer.
As I became more familiar with the responsibility, it became less overwhelming. The experience taught me that adapting to change does not mean ignoring legitimate concerns. Instead, it may require communicating those concerns, asking questions, adjusting priorities, and remaining open to finding a workable solution. Baumgartner (2019) emphasizes resilience and adaptability as important qualities for employees facing continued workplace change. In my experience, becoming more adaptable did not mean that my original workload concerns were invalid; it meant learning how to address those concerns constructively while still being willing to move forward.
**Applying Lessons Learned**
If I were leading a team through organizational change and encountered resistance, the first lesson I would apply from my own experience would be to understand the reason behind the resistance before trying to overcome it. My resistance was based on a genuine concern about workload and capacity. Therefore, as a leader, I would avoid immediately if an employee who questions a change is being negative, difficult, or unwilling to cooperate. Instead, I would speak with employees and give them an opportunity to explain their concerns.
I would also clearly explain why the change is necessary, what will be expected, and how existing responsibilities may be affected. Stobierski (2020) explains that organizational change management involves preparing and supporting employees as they transition from the current state to a desired future state. If employees are being given additional responsibilities, I believe leaders should also examine their existing workloads rather than simply expecting them to absorb more work. This could involve reprioritizing assignments, redistributing certain duties, providing training, or identifying additional support.
Another lesson from my experience is the importance of giving employees time to adjust. I became more comfortable with my additional responsibility as I gained experience and realized that I could adapt the way I managed my workload. Martins (2026) emphasizes communication and employee involvement as important parts of the change management process. As a leader, I would therefore maintain regular communication throughout the transition rather than if explaining the change once is enough.
Ultimately, my experience taught me that resistance can provide useful information about what employees need to successfully navigate change. Listening to concerns does not mean that a leader must abandon a necessary change. Instead, it provides an opportunity to identify barriers and determine how employees can be supported through the transition. By listening, communicating clearly, reviewing workloads, providing appropriate support, and allowing employees time to adjust, I believe I could help a team move from resistance toward greater acceptance of change.
**References**
Baumgartner, N. (2019, March 22).
[Change is the new normal: How to build a resilient workplaceLinks to an external site.](https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/22/change-is-the-new-normal-how-to-build-a-resilient-workplace/?sh=3582c7f55fc2). Forbes.
Lumen Learning. (n.d.).
[Resistance to changeLinks to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/). In Organizational behavior and human relations .
Martins, J. (2026, January 3).
[Change management process: 6 steps for teams & leadersLinks to an external site.](https://asana.com/resources/change-management-process). Asana.
Stobierski, T. (2020, January 21).
[Organizational change management: What it is and why it’s importantLinks to an external site.](https://online.hbs.edu/blog/post/organizational-change-management).
**Colleague 2- Tiffany Mitchell**
Resisting Change
In nursing, even though every patient and every shift is different, staying in the same position came become routine. I like routine. That comfort made me resistant to the idea of changing careers even when I knew I was craving something different. The predictability of my role felt safe. I knew the workflows, the team, the expectations, and I could rely on my experience to guide me through any challenge. The thought of stepping into a new environment, learning new systems, and redefining my professional identity felt overwhelming. I worried about losing the confidence and competence I had built over years, so holding onto the familiar felt easier than taking the risk of starting over. I stayed in the same position, on the same unit for 11 years.
Overcoming Resistance to Change
My preference for predictability was one of the reasons why I initially resisted changing careers. The thought of stepping into a new role meant learning unfamiliar systems, developing new skills, and facing situations where I might not feel competent right away. I was resisting change out of fear and uncertainty Lumen Learning (n.d.). I had built confidence and identity around my nursing role, and leaving it felt like risking both stability and professional security.
What helped me overcome that resistance was a combination of education and support in the change process. Gaining clearer information about what the transition would require reduces the fear of the unknown (Lumen Learning, n.d.). Talking with colleagues provided the support I needed to process my concerns, rather than avoid them. Over time, these strategies helped shift my mindset from protecting my comfort to recognizing the growth that could come from embracing a new professional path. Ultimately, my desire for change became greater than my desire to stay the same.
Applying Lessons Learned
As a team leader, if I were called to lead a change within the organization, I would recognize that resistance to change often comes from fear of the unknown. My priority would be to ensure ongoing, mutual trust between my team and me. I would provide education and communication to make sure my team has clear, consistent information and understands the ‘why’ behind the change. I will also highlight how the change will benefit them, not just the company. When people understand why the change is necessary, they’ll be more willing to change (GreggU, 2021). Finally, I will provide continuous support, during and after the transition period, tracking progress and gathering feedback, making necessary pivots along the way. Change management is an ongoing process (Martins, 2026).
References
GreggU. (2021, January 2).
[_Overcoming resistance to change._](https://waldenu.instructure.com/courses/247046/discussion_topics/Overcoming%20resistance%20to%20change.) [Video]. YouTube. https://www.youtube.com/watch?v=or_t4Dg6dIU
Lumen Learning. (n.d.).
[Resistance to change](https://waldenu.instructure.com/courses/247046/discussion_topics/Resistance%20to%20change). In Organizational behavior and human relations.
[https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/\
Links to an external site.](https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/resistance-to-change/)
Martins, J. (2026, January 3). Change management process: 6 steps for teams & leaders. Asana. https://asana.com/resources/change-management-process