Reluctance to change in the workplace is common and often stems from a mix of psychological, organisational, and practical reasons.

I have had some really good examples where the reluctance hasn’t been on my part, but more from resentment from a boss, and I am sure this resonates with so many people.

Here is a typical scenario; You will have a good idea, you will have thought it through, may have also discussed with your colleagues to make sure you are on track, but the reason it wont progress is because the person you report to will not back you.

A quick caveat here – There are cases where you can have a great idea on paper, but when you start to work through the finite detail, genuine reasons will start to appear, and it can mean that it won’t proceed further, and in reality, this is right decision. What I am targeting in this week’s newsletter is when the blockage comes from your immediate manager – when you aren’t even getting to the point where you can look at the finite detail. So what are the reasons for the reluctance?

This is a scenario I have experienced, in one of my previous roles my boss saw me as a threat, so everything I came up with was pretty much greeted with a NO, and some flaky excuse, or maybe I would get, ‘That’s a good idea, we might look at that one day’ but reality they had no intention, at least while I was there anyway.

It was interesting that when I left the company, my ideas started to be looked at with implementation plans.

So, the point I am making here, you can be faced with reluctance because your boss may be fearful of you. They see you as a THREAT as you have the ideas and the potential to outperform them, so their defence mechanism will be to supress you, in the hope that you move on.

(I will be looking at the different types of Leadership in future newsletters)

So, while what I explained above can be extremely frustrating, quitting your job may not be something you can do.

To help you avoid falling into the trap of being constrained, below I look at the main factors around reluctance and how they are rooted in certain behaviours, and you can start to think about how to overcome these factors in your current role so that your progression isn’t stifled.

1. Fear of the Unknown

• Change introduces uncertainty. Employees may not know how their roles, responsibilities, or job security will be affected.
• People are often more comfortable with familiar routines, even if they are inefficient.

2. Loss of Control

• Changes can make employees feel like they’re losing autonomy or input in decisions that affect their work.
• When people feel change is being imposed on them without involvement, resistance increases.

3. Comfort with Status Quo

• Many people develop routines that work for them. Disrupting these patterns can feel inefficient or frustrating, especially if the benefits of change aren’t clear.
• “If it ain’t broke, don’t fix it” is a common mindset.

4. Lack of Trust

• If employees don’t trust leadership, they may question the motives behind the change or doubt that it will succeed.
• Past failures can fuel scepticism about new initiatives.

5. Fear of Failure or Inadequacy

• Change often requires learning new skills or adapting to new technologies. Some employees may fear they won’t be able to keep up or succeed.

6. Poor Communication

• If the reasons for change and the expected benefits aren’t communicated clearly, it’s easy for misinformation or confusion to spread.
• Employees need to understand the “why,” “what,” and “how” behind the change.

7. Cultural Resistance

• Some organisational cultures are deeply rooted in tradition or hierarchy, making them less receptive to innovation or transformation.

8. Overload or Burnout

• If employees are already stretched thin, they may see change as just “more work,” even if it promises long-term gains.

So while you now may be understanding why there can be levels of reluctance, managing your mindset can ensure that you avoid stagnating and you can in fact work towards your own scenarios that will see you flourish. Trust me, there is always a way.

I understand firsthand the challenges involved in pushing yourself for ensure the career has a purpose. At Phil Adderley Coaching, I help individuals not only achieve their goals but also overcome significant life obstacles through personalised coaching that addresses both mindfulness practices and employment challenges. My approach recognises that recovery requires holistic support, developing physical strength alongside mental resilience, rebuilding professional confidence, and establishing healthy routines that sustain long-term wellbeing.

I invite you to take that crucial first step toward positive change by booking a complimentary Zoom consultation. This initial meeting gives me the opportunity to understand your unique needs, challenges, and aspirations, allowing us to create a tailored coaching plan that addresses your specific circumstances. Whether you’re seeking to improve your performance, enhance your mindfulness practice, or overcome employment hurdles, I’m committed to supporting you throughout your journey. Send an email to phil.adderley.coaching@gmail.com today to schedule your free session and discover how we can work together toward meaningful transformation and lasting success.