How to Coach Through (vs. Against) Resistance

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In my previous post, I noted that as leaders and coaches we often see resistance from our colleagues as an obstacle. Maybe they are quietly (or loudly!) refusing to implement a new literacy initiative that the school has committed to as a promising practice.

For example, in a previous school where I was the principal, we moved toward co-organizing classroom libraries with our students. The majority of the teachers tried this out. However, there were a few holdouts.

My initial response was to try to figure out a way to “make them do it”. In other words, I was not terribly interested in why they weren’t including the students. We had already addressed the benefits - increased engagement, better utilization of the texts, building a literate community - during professional development. 

The lack of full implementation was not just a problem for me as a leader. Students in the classrooms where the teachers were not including them in this experience were receiving an inequitable learning experience. This can lead to cultural issues, where some teachers begin to question the initiative because a few staff members aren’t getting on board. “If they aren’t doing it…”

As you might guess, my initial attempts to lead by directive fell short. Those resisting the change dug their heels in. No amount of data or logic would persuade them. 

Instead, consider coaching for change through a more adaptive approach. This means:

• Clarifying the vision for success, the what and the why,

• Meeting teachers where they are at through active listening, and

• Offering responses that match the needs teachers are expressing.

To be transparent, this is a longer and more unpredictable pathway to change. You can’t know with certainty how a teacher who is demonstrating resistance to change is going to respond to your efforts. However, using the following approach can lead to more durable and productive outcomes. Professional relationships and trust are maintained, and often enhanced. Teachers are more likely to own the outcomes, which leads to long term cultural change.

Next is the process (including a downloadable template) to guide your preparation for this work.