5 Ways You Are Resisting Disruption (Without Knowing It)

In the face of disruption, resistance is natural. The nervous system is wired to seek safety and familiarity—so it’s no surprise that change can trigger unconscious pushback.

But resistance doesn’t always look like refusal or rebellion. It’s often much more nuanced. Especially in professional environments, it wears disguises that seem reasonable—even productive. A team that suddenly “needs more data.” A leader who doubles down on minor tasks. A project that keeps shifting but never seems to move forward.

In fact, the most common forms of resistance are usually the least obvious. They sound like good intentions. They feel like being careful, thoughtful, collaborative. That’s what makes them so tricky to spot. But when left unexamined, these subtle behaviors can quietly stall progress, erode trust, and create deeper friction during already stressful times.

This article breaks down five of the most common—and often overlooked—ways resistance shows up during disruption, along with reflection questions to help you recognize them in yourself or your team.

1. Over-Intellectualizing the Problem

When disruption hits, some leaders shift into analysis overdrive. Endless whiteboarding. Repeated requests for more data. Delayed decisions in the name of being “thorough.”

What’s really going on? Often, this is the brain’s way of avoiding uncertainty by seeking control. But too much thinking can replace necessary action.

Ask yourself: What are we trying to figure out that might not be figure-out-able right now?

2. Over-Functioning in Some Areas, Avoiding Others

You dive into what you know—projects you can complete, fires you can put out. Meanwhile, bigger strategic or emotional challenges remain untouched.

This looks like productivity, but it’s often self-protection. It helps you feel effective while steering clear of discomfort.

Ask yourself: Where am I over-performing to avoid what’s truly hard?

3. Conflict Aversion Under the Guise of Team Harmony

In disruption, avoiding hard conversations can feel like a way to maintain calm. But sidestepping tension usually creates more friction down the line.

Resistance shows up as silence. Especially when people withhold input or defer too quickly to groupthink.

Ask yourself: What truths aren’t being voiced in the name of keeping the peace?

4. Passive Agreement with No Real Engagement

When people nod along without questions or concerns, it may feel like alignment—but it’s often a sign they’ve checked out.

If participation feels too easy, it might be too empty. Disruption invites uncertainty, and healthy disagreement is a signal of engagement.

Ask yourself: Are we mistaking compliance for commitment?

5. Emotional Numbness or Cynical Humor

If everything starts to feel flat—or if sarcasm becomes the dominant team tone—it could be a sign of deeper emotional withdrawal.

Humor is a healthy coping tool. But cynicism often signals suppressed overwhelm or resignation.

Ask yourself: Are people using humor to process—or to distance?

Resistance isn’t the enemy—it’s a signal. A sign that something in you or your team is seeking safety, clarity, or control in the face of uncertainty. When you can recognize resistance for what it is—not weakness, but wisdom in disguise—you can begin to lead through it with greater empathy, agility, and impact.

Disruption will always stir up strong responses. The leaders who thrive aren’t the ones who avoid resistance—they’re the ones who know how to name it, navigate it, and move forward with clarity.

Interested in auditing your own leadership during disruption? Sign up for our Disruption Leadership Audit.

Leadership Practice

Name It to Navigate It

This week, schedule one meeting with your team or leadership circle to name subtle forms of resistance.

Frame it with safety and curiosity:

“Disruption naturally brings resistance. What might that look like for us right now?”

Invite honest dialogue. The goal isn’t to eliminate resistance—it’s to see it clearly enough to lead through it.

Author

Athena Williams, Founder and CEO of Tenacious Leadership Institute, has been supporting leaders worldwide to become more tenacious for over 20 years. She has found that tenacity is the key to sustained leadership success in today’s ever-changing world. Through her coaching and leadership development programs, she helps leaders expertly handle change, complexity and other challenges so they can quickly get better results for themselves, their teams and their organizations.

Take the first step to becoming a tenacious leader by scheduling a call with us.