ReLeading Through Resistance

Breaking Old Systems and Building New Ones Without Losing Heart

It must be considered that there is nothing more difficult to carry out nor more doubtful of success nor more dangerous to handle than to initiate a new order of things; for the reformer has enemies in all those who profit by the old order, and only lukewarm defenders in all those who would profit by the new order; this lukewarmness arising partly from the incredulity of mankind who does not truly believe in anything new until they actually have experience of it.

Nicolo Machiavelli (The Prince)

One of the best ReLeaders I know sent me this quote. It could not express the challenge of ReLeading any better.

If you have ever stepped into a leadership role to fix what you did not break, you have felt the weight of these words. ReLeading is not just about bringing change; it’s about leading in an environment where people are resistant, suspicious, or simply indifferent to the change you are tasked with bringing. The difficulty lies not only in implementing new ideas but in navigating the opposition of those who benefited from the previous system and the apathy of those who stand to gain from the new one.

The Enemies of Change

Machiavelli’s observation rings true: those who profited from the old system will fight to maintain it. In a ReLeader’s world, this manifests in various ways. Sometimes, it’s blatant resistance—staff members who undermine decisions, stakeholders who rally against progress, or long-standing traditions that people refuse to relinquish. Other times, it’s more subtle—passive-aggressive compliance, political maneuvering, or a culture of negativity that stifles momentum.

One of the most frustrating realities for a ReLeader is realizing that not all opposition is external. Often, it comes from within the very team they are leading. People who seemed supportive at first may turn hesitant once the changes start to impact their daily routines, their authority, or their comfort. Their resistance is rarely about the mission itself but about the disruption it brings to their personal world.

The Lukewarm Defenders

Perhaps even more challenging than opposition is the indifference of those who stand to benefit from change. As Machiavelli notes, people do not fully believe in something new until they experience it for themselves. This means that many of the very people you are working to help will not be your allies in the early days of transition. They may nod in agreement during meetings but fail to take action. They may acknowledge the problems of the past but hesitate to embrace the solutions of the future.

For a ReLeader, this can be discouraging. We expect opposition from those who lose power, but the silence from those who stand to gain can feel like betrayal. This is where persistence becomes critical. A ReLeader must lead with conviction, even when support is weak. They must paint a vision so clear and compelling that, over time, belief begins to take root in the hearts of those who were once hesitant.

The Burden of Inaugurating a New Order

ReLeading is not for the faint of heart. The process of breaking old systems and building new ones is exhausting and, at times, thankless. There will be moments of doubt when progress seems slow and resistance seems overwhelming. But history—and leadership—favor those who endure.

Machiavelli’s words serve as both a warning and an encouragement. They remind us that difficulty and danger are inherent in the work of reform. But they also reveal an important truth: the resistance and indifference you face are not signs of failure. They are simply part of the process.

Every great leader who has reshaped an organization, a church, or a nation has walked this same road. Moses faced resistance from the Israelites who longed for Egypt. Nehemiah had enemies trying to sabotage his efforts to rebuild Jerusalem. Even Jesus encountered opposition from the religious elite who had the most to lose from His new way of leading. Change has always been met with skepticism and resistance. Yet, those who persevere leave a legacy that outlasts the opposition.

How to Navigate the Resistance

So how does a ReLeader push through when opposition is strong and support is weak? Here are a few key strategies:

1. Communicate Vision Relentlessly

   People need to hear the vision repeatedly before they believe in it. Don’t assume that one meeting or one sermon is enough. ReLeaders must become experts at casting vision with clarity and passion, over and over again.

2. Find Early Adopters

   While many will hesitate, some will recognize the value of change early on. Identify these people and empower them. Their enthusiasm can help sway the indifferent and counteract the resistance.

3. Expect Resistance, But Don’t Take It Personally

   Resistance is not always about you. It’s about loss, fear, and uncertainty. People aren’t just fighting against your leadership; they’re fighting for their sense of security and familiarity. Understanding this can help you respond with patience rather than frustration.

4. Demonstrate Small Wins

   Because people struggle to believe in something new until they experience it, give them something to experience. Implement small, tangible changes that produce visible results. Each small victory builds confidence in the larger vision.

5. Stay the Course

   The process of ReLeading is long, and success is often incremental. When the opposition is loud and the support is quiet, the easiest thing to do is retreat. But the leaders who make a lasting impact are the ones who refuse to quit.

The Reward of ReLeading

Machiavelli calls reforming an old order of things “dangerous.” And he’s right—ReLeading is risky. It’s risky to challenge long-standing traditions, to ask people to embrace the unknown, and to step into a battle where the odds seem stacked against you. But the risk is worth it. Because at the other side of the battle, there is a better future—a healthier organization, a stronger church, a more impactful movement.

The world does not change without ReLeaders. Businesses don’t recover, churches don’t thrive, and communities don’t grow without someone stepping in to fix what was broken. If you are in the midst of ReLeading, know this: you are doing work that matters. And while the process may be difficult, the reward is transformation.

So take heart. Stand firm. Keep leading. Because one day, the very people who were indifferent or resistant will look back and realize that the change they once feared was exactly what they needed.