How can managers act as a restraining force to change?

Managers can act as a restraining force to change by blocking change due to perceived threats to their power or position within the organization. When managers feel that their authority or control may be undermined by the changes being proposed, they might resist these changes to protect their own status. This behavior can manifest in various ways, such as declining to approve new initiatives, not supporting the training necessary for implementation, or actively discouraging innovative ideas from their team.

In many organizational contexts, change can provoke anxiety among those in management positions, especially if it means a shift in responsibilities, resources, or power dynamics. Their resistance may stem from a fear of losing influence or a lack of confidence in their ability to adapt to the new environment created by the change initiatives. Understanding this dynamic is crucial for identifying sources of resistance in the change management process.