Negotiate Anything The Leadership Rule That Quietly Kills Change (And Why It’s Not Resistance)
Dec 23, 2025
Pam Marmon, a change management consultant and founder of Marmon Consulting, dives into the complex dynamics of organizational change. She reveals that resistance often stems from fear and a loss of control, challenging the myth that change is inherently hard. Pam emphasizes the importance of active listening and engaging stakeholders early to treat resistance as a valuable gift. She discusses the three types of resistance and how leaders can use empathy and effective communication to foster an environment where change is embraced, not dreaded.
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Resistance Stems From Perceived Loss
- People resist change because it threatens control, status, skills, or financial stability.
- Pam Marmon describes resistance as rooted in perceived loss and unfamiliarity, not just stubbornness.
Actively Look For Resistance Signals
- Diagnose resistance by observing active signs like hostility and passive signs like withholding information.
- Treat visible resistance as a gift because it lets you address problems early.
Prepare High‑Impact Stakeholders First
- Map impacted stakeholder groups and match support to impact level with extra communication and training.
- Prepare highly impacted groups with tailored engagement before you launch.