Taming the Workplace Dragons: How to Deal with Difficult People During Change (Without Losing Your Mind)
- Kerrie Smit
- Sep 2
- 4 min read
We've often reflected that change is the only constant. And if you've ever been through a major shake-up at work – a new system, a leadership overhaul, or even just a shift in the coffee machine's location – you know that change brings out the best, and sometimes the absolute worst, in people.
Let's face it: in Australia, or anywhere else, the workplace is a melting pot of personalities. And when the waters get choppy, those "difficult" colleagues can feel less like team members and more like fire-breathing dragons guarding the status quo.
But what if you could not just cling to life, but grow through these periods, even with the most resistant or disruptive individuals? What if you could learn how to deal with difficult people during change in a way that protects your sanity, keeps your team moving forward, and maybe, just maybe, even turns a dragon into a cooperative colleague?
It's possible. And it starts with understanding why people become difficult when change is on the horizon.
The Psychology of Resistance: It's Not Always About You
Before you label someone as "difficult," consider what might be driving their behaviour. Often, it’s not personal malice but rather:
Fear of the Unknown: Change is scary. People worry about job security, their ability to learn new skills, or simply losing their comfort zone.
Loss of Control: When decisions are made elsewhere, individuals can feel powerless. This can manifest as passive aggression or outright defiance.
Lack of Understanding: If the "why" behind the change isn't clear, people will fill in the blanks, often with negative assumptions.
Past Negative Experiences: Maybe they've been through poorly managed changes before and are bracing for another disaster.
Understanding these underlying factors is your first step to disarming the situation. It shifts your perspective from "they're being difficult" to "they're struggling, and I can help."
Your Anti-Dragon Playbook: Practical Strategies for Engagement
So, how do you approach these colleagues without getting singed? Here's your playbook:
1. Listen, Really Listen: The Value of Empathy
When someone is resistant, their primary need is often to be heard. Don't immediately jump to problem-solving or defending the change. Instead, offer genuine empathy.
Try This: "I can see you're really frustrated with this new process, John. Can you tell me more about what your main concerns are?"
Why it Works: This validates their feelings and opens the door for a productive conversation. Often, just feeling heard can de-escalate tension.
2. Focus on Facts, Not Feelings: The Logic Shield
Once you've acknowledged their emotions, gently steer the conversation towards objective facts and the practical implications of the change.
Try This: "I understand your concern about the extra training. The goal of this new software, however, is to reduce the manual data entry by 30% each week, which should free up time for more strategic tasks."
Why it Works: It shifts the discussion from subjective complaints to tangible benefits and objectives, providing a rational basis for the change.
3. Find Common Ground: The Bridge Builder
Look for areas where you both agree. Even the most resistant person likely wants the company to succeed or their team to be effective.
Try This: "We both want to ensure our team is as efficient as possible, right? How do you see this new approach potentially hindering or helping that goal?"
Why it Works: It frames the conversation as a shared challenge rather than a conflict, fostering collaboration.
4. Empower Them: The Stakeholder Whisperer
Give difficult colleagues a sense of control and involvement. This doesn't mean letting them derail the change, but finding areas where their input can be genuinely valuable.
Try This: "Sarah, you have a lot of experience with our old system. While this change is happening, we need someone to help identify potential snags in the transition. Would you be willing to be our 'go-to' person for feedback on the new tool's rollout?"
Why it Works: Turning a critic into a contributor can be incredibly powerful. It channels their energy from resistance into constructive problem-solving.
5. Set Clear Boundaries
Sometimes, despite your best efforts, a colleague remains disruptive. In these cases, it's crucial to protect your own energy and the team's progress.
Try This: "I appreciate your perspective, but we've discussed this point. For now, we need to move forward with the agreed-upon plan. If you have new, constructive suggestions, please put them in writing." Or, "I understand you're frustrated, but this isn't the forum for rehashing old decisions. Let's focus on the steps ahead."
Why it Works: It prevents endless debates and ensures that negativity doesn't infect the entire team. It also signals that while their feelings are acknowledged, the work must continue.
The Power of Your Own Attitude
Ultimately, how to deal with difficult people during change often comes down to your attitude. Approach these situations with patience, empathy, and a solutions-oriented mindset. Remember, change is hard for everyone, and sometimes the "difficult" people are simply those who need a little extra guidance, understanding, or a clear boundary.
How to Deal with Difficult People During Change
By mastering these strategies, you won't just survive the next workplace upheaval; you'll lead with resilience, inspire your colleagues, and emerge stronger on the other side. And who knows, you might even find that some of those fire-breathing dragons were just looking for empathy all along.
Agencia Change offers an excellent online program to help you deal with difficult people during change.
A skills workout in maintaining equilibrium and professional composure when dealing with difficult environments and demanding stakeholders. You will learn what truly drives stakeholder resistance and how seemingly negative behaviours and emotions provide us with invaluable problem-solving information.
By the end of this course, you'll have learned what drives resilience in change environments and how to ensure you're able to perform professionally in even the most difficult circumstances. Kit yourself up to foresee resistance, clear the path for more realistic team achievement and - when things feel like they're getting emotional - harness the power of emotions to move change forward.
Contact us for more information.
Comments