When Executive Resistance Derails Change: A Case for Organizational Behavior Insight
Employees aren’t the only source of resistance during business transitions.
Take, for example, this scenario…
A mid-sized tech company had just gone through a strategic overhaul to modernize its operations and unify its customer experience. The CEO approved a transformation plan led by the newly hired Chief Operating Officer (COO), who was tasked with aligning the product, support, and sales functions under a centralized service model.
But not everyone was on board.
The Chief Revenue Officer (CRO), a long-time company leader with deep roots in the old structure, subtly but persistently resisted the change. Though never openly defiant, he expressed skepticism in leadership meetings, delayed implementation efforts in his department, and quietly warned his sales team that the “new direction” would probably fizzle out like past initiatives.
Within weeks, employees began to sense the dissonance. Sales managers were confused about whose direction to follow. Support teams received mixed messages about their new role. And the COO’s credibility began to suffer—not because of her plan, but because of the visible lack of alignment at the top.
What Went Wrong?
While the change initiative was structurally sound, the emotional and relational dynamics at the executive level were not addressed. Leadership assumed that formal approval from the CEO equaled commitment across the board. In reality, change was being undermined from within by a respected executive who wasn’t emotionally or politically on board.
This isn’t unusual. Executives can become resistant for many reasons:
Identity threat: The new model may diminish their perceived value or control.
Loss of influence: They may fear losing access to key decisions or teams.
Mistrust in the change leader: Whether personal history or leadership style, lack of trust can drive passive resistance.
Unprocessed uncertainty: Even experienced leaders may struggle to articulate their discomfort with ambiguous changes.
How an Organizational Behavior Specialist Could Have Helped
An OB Specialist—especially one attuned to emotional responses during organizational change—would have recognized the importance of executive alignment not just on paper, but in practice and tone.
Here's how they might have intervened:
Stakeholder Readiness Assessment
Before launch, the OB Specialist could have conducted a confidential executive readiness scan, identifying possible friction points or unspoken concerns using interviews or diagnostic tools.Facilitated Alignment Conversations
Instead of assuming alignment, the OB Specialist could have created a space for difficult conversations between the COO, CRO, and CEO—surfacing fears, negotiating roles, and clarifying expectations in a structured, neutral setting.Power and Identity Coaching
For the CRO, one-on-one coaching could have helped him explore what he feared losing and how to reposition himself as a champion—not a casualty—of the new model.Narrative Consistency
The OB Specialist would help shape a cohesive leadership narrative, ensuring all executives used the same language, tone, and rationale when communicating to their teams. Mixed signals can cause confusion, disengagement, and delay.Change Fatigue Monitoring
By tracking sentiment and resistance early, they could have signaled when subtle resistance was escalating into organizational drag, allowing for real-time course correction.
The Bottom Line
Change management is not just about structures, timelines, and checklists—it’s about people, power, and perception. When executive resistance is overlooked or minimized, it can undermine even the most well-designed plans.
Organizational Behavior Specialists don’t just deal with "people problems" after the fact—they are strategic partners who can surface resistance before it surfaces, build alignment before it becomes performative, and support leaders in navigating the emotional fallout of transitions.
Ready to prevent executive misalignment before it disrupts your next change initiative? Schedule a free 15-minute consultation with me to get started.