Description

When you offer to help people who are struggling, they don't always welcome your support with open arms. 

Sometimes, in fact, they'll actively resist your approach, even if your intentions are simply to be of service. 

So what then? What do you do when someone pushes back, shuts down, or even says “no” to your offer of a helping conversation?

The Realities of Resistance

Many leaders make the mistake of seeing resistance as defiance. And they can take it personally, and respond in ways that make everything worse: the situation and the relationship. Which can turn the interpretation of defiance into a self-fulfilling prophecy, because who doesn't want to defy heavy-handed, resentful authority?

But resistance doesn't have to have anything to with defiance. Instead, it could be the result of much more benign forces. 

One of the reasons people don't let you in is their fear of losing control over something important. They may have prior experience with someone trying to force them to do something they don't want to do (especially if they were ever a human child on this planet). 

If this is the big issue, they're not resisting the change per se — they're resisting being changed. 

That's a good thing, because yay for people who value their autonomy!

Another reason people might not want you all up in their business is the implied dynamic of you're up and they're down. If they accept your help, they're admitting that you're somehow better than them. 

Of course, true help and support doesn't have to communicate anything at all about intrinsic self-worth. But again, if someone's life experiences have taught them that needing help means they're weak or unworthy or incompetent, they won't let you put them in that position.

And that's also a good thing, because yay for people who want to take responsibility for their own outcomes and not be dependent on others. 

In both these cases, your most fruitful move is not to insist or push, but rather contribute to the creation of an environment in which they feel safe enough to choose change — and welcome your support — on their own terms. 

So their resistance, rather than being defiance, is both a (generally unconscious) test of your leadership, and an opportunity for deeper engagement.

How to Navigate Resistance Effectively

1. Take “No” for an Answer

• If someone resists your offer to help, don’t force the conversation. Respect their autonomy and say something like, “I understand. If you ever want to talk about it, I’m here.” Paradoxically, this makes them more likely to return when they’re ready.

1. Don’t Force a “Yes”

• Pressuring someone into agreement doesn’t create real commitment. A forced yes often hides an internal no, leading to passive resistance later. Instead, ensure they feel free to decline, which increases the chances of genuine engagement later.

1. Give Them Space and Time

• Change happens on the individual’s timeline, not yours. If someone isn’t ready today, that doesn’t mean they won’t be ready next week. Let them process and come back to the conversation when they feel prepared.

The Business Impact of Managing Resistance Well

Leaders who handle this kind of resistance effectively create:

• More Trust – Employees feel safe to express concerns and engage honestly.
• Higher Commitment – People choose to change rather than feeling coerced.
• Better Problem-Solving – Teams work through challenges collaboratively instead of avoiding them.
• A Growth-Oriented Culture – The focus shifts from blame to...