Why Resistance to Change is the Biggest Obstacle in Lean and Six Sigma Projects
If there’s one thing every Lean and Six Sigma practitioner quickly learns, it’s this: people hate change. I hear you say “But I don’t hate change!!”, but reach deep down and ask yourself if that’s really true, when change hits you hard. Ok, so people don’t always hate change, not always, of course—but when it involves shaking up familiar routines, introducing new processes, or holding a magnifying glass up to inefficiencies, resistance is almost guaranteed.
For early-career practitioners especially, managing resistance can feel like navigating a minefield. You might have the perfect solution on paper, but if no one’s on board, it’s as useful as a parachute with a hole in it. So let’s unpack why this happens and, more importantly, how you can address it without losing your momentum—or your sanity.
Why Resistance Happens (and Happens Often)
People resist change for all kinds of reasons, but at the heart of it, it boils down to uncertainty and comfort.
1. Fear of the Unknown:
Change can trigger fears about job security, workload, or even relevance. “If this process becomes automated, will I still be needed?” is a common (if unspoken) concern.
2. Comfort in the Familiar:
Even if a process is inefficient, people tend to cling to it because it’s what they know. “Sure, this system is clunky, but I’ve mastered the clunkiness!”
3. A Misunderstanding of Lean and Six Sigma:
There’s a myth that these methods are all about slashing costs and cutting jobs. It’s hard to rally a team when they think they’re working toward their own obsolescence.
4. A Lack of Trust in Leadership:
If employees feel they’re being “managed into change” rather than included in it, they’re more likely to resist—even subconsciously.
How Resistance Can Derail Your Work
Let’s be real: you can have the most brilliant project in the world, but resistance will eat it alive if left unchecked. Here’s how it plays out:
• Slowed Progress: People drag their feet, meetings stall, and deadlines slip.
• Disengagement: The energy in the room deflates, and team members stop bringing their best ideas to the table.
• Failure to Launch: Worst-case scenario? The whole project fizzles out, leaving you with little to show for your effort.
• Credibility Hits: For newer practitioners, this can be especially damaging. One failed project can leave stakeholders questioning your methods (or worse, your expertise).
The good news? Resistance is fixable. The even better news? Tackling it effectively can make you a stronger practitioner in the long run.
Six Practical Ways to Win Over Resistance
1. Start with “Why”
People don’t just need to know what they’re doing; they need to know why it matters. Is this about improving efficiency? Enhancing customer satisfaction? Saving time so they can focus on work that really excites them?
• How: When explaining the project, don’t just focus on the business goals. Tie them to the personal wins—less rework, smoother workflows, or opportunities for skill growth.
2. Involve Your Team from the Start
The fastest way to turn resistance into momentum? Make people feel like collaborators, not spectators.
• How: Bring employees into the fold early. Let them help define the problem and brainstorm solutions. Not only will you get better ideas, but you’ll also build ownership.
3. Pilot, Then Prove
Instead of rolling out sweeping changes, start small. Choose a department, process, or workflow where you can run a pilot and showcase tangible results.
• How: A quick win—like reducing waste by 15% in one area—builds credibility and opens the door for broader adoption.
4. Invest in Training and Support
Change is less scary when people feel equipped to handle it. Give your team the tools and knowledge they need to succeed.
• How: Host hands-on workshops, share clear documentation, and pair team members with mentors who’ve navigated similar changes.
5. Celebrate Every Win (Big or Small)
Nothing motivates people like progress. When milestones are hit, take a moment to acknowledge them.
• How: Whether it’s a shoutout in a meeting or a company-wide email spotlight, celebrating success keeps momentum alive and morale high.
6. Follow a Proven Framework
Change management isn’t just a buzzword; it’s a toolkit. Lean on established frameworks like Kotter’s 8-Step Model to guide your efforts.
• How: Use structured steps—like building a coalition of champions or creating a clear vision for change—to bring everyone along for the ride.
Storytime: Turning Resistance into Results
At one company, a Lean Six Sigma project aimed to reduce defects on a production line. Sounds great, right? Not to the employees who felt the initiative was a thinly veiled attempt to push them harder. Resistance was palpable.
Here’s what turned it around:
• Transparency: Leadership explained that reducing defects wasn’t about speeding up production but about ensuring customers received the best products possible.
• Collaboration: Employees were asked to map out current pain points and suggest improvements.
• Recognition: When the pilot project reduced defects by 20%, the team was celebrated with a small bonus and public acknowledgment.
The result? Not just a more efficient production line, but a team that felt proud of the improvement—and invested in scaling it further.
Final Thoughts
Resistance to change is inevitable, but it doesn’t have to be insurmountable. The key is to treat people as partners in the process, not obstacles to overcome. By listening, communicating, and celebrating along the way, you can turn even the most skeptical team into enthusiastic advocates for improvement.
Now, over to you: What’s the most creative way you’ve tackled resistance in your projects? Let’s share strategies in the comments below!
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