Change Resistance
A readiness score tells you change is slipping. It never tells you what people are actually resisting, why, or what would bring them round.
For consultancies running transformation and change work: interview the people living the change in their own words, surface the real reasons resistance is forming, and catch it early enough to act, while the outcome is still yours to shape.
A number tells you change is stalling.
It never tells you why.
A survey can tell you readiness is low.
It can't tell you what people are actually resisting, or what would move them.
Leadership can see that adoption is soft. What turns it around lives in the reasons behind it, in what people are worried about and how they describe it themselves. Interviews capture that depth, and running them across everyone the change touches turns a warning sign into a plan you can act on before it's too late.
A number tells you resistance is there. The interview tells you what it is.
The interviews go deeper than any form can. People describe the change in their own words, and the interviewer follows up on every answer, digging into the why and the how. This gives you a strong read on what the resistance really is, and what would move it.
What are people actually resisting?
The real objection, not the official one.
You can tell the client what the resistance actually is, whether it's fear for the role, fatigue from past rollouts, or a rationale that never landed, not just that it exists.
What would bring them round?
The conditions people set themselves.
You can point to what would actually move each group, so the rollout is built around those levers instead of guessing.
A number counts. It never listens.
People name the real objection when it's anonymous.
Anonymous by design
Nothing traces back to a person, so people admit what they'd never say aloud.
Nothing is invented
Every finding is tied to a real quote; anything the interviews don't support is left out.
Every voice, not a sample
Everyone the change touches takes part: the whole workforce, not a sample.
Every conversation, turned into a clear read on the resistance.
The real objections behind a stalling number: what each group is resisting, how widespread it runs, and what would move them, surfaced by talking to everyone the change touches and backed by their own words.
Fear for role and job security
82%of interviewsChange fatigue from past rollouts
71%of interviewsAdded workload, no time to absorb it
64%of interviewsUnclear rationale: “why now, why us?”
49%of interviewsMostly silent: never said out loud, so a survey would miss it.