Widespread transformation always unleashes waves of collective fear, discontent, and doubt—emotions that often translate into vocal, and potentially more destructive, opposition. …If left unacknowledged, adversaries have the power to derail even the worthiest attempts at reform, and thus it is a leader’s responsibility to identify and, when necessary, neutralize his or her most powerful critics. But how is the person at the center of the change to do this without appearing weak, creating additional enemies, or potentially legitimating the very attacks he or she is trying to mitigate? These are complicated issues, so it is not surprising that leaders often avoid head-on engagement with their challengers, hoping instead that the rallying cry of the mission and the enthusiasm of supporters will overwhelm naysayers.
Author: Nancy Koehn
Source: McKinsey Quarterly
Subjects: Change Management, Leadership, Management, Organizational Behavior