In any organization, change can trigger resistance. Employees might fear the unknown or feel excluded from decision-making, causing them to resist new initiatives.
Humble Inquiry: a term coined by Edgar Schein, offers a people-centered approach to pre-empt and reduce this resistance. By asking genuine questions instead of issuing directives, HR and OD professionals can build trust and engage employees early in the change process. This proactive engagement helps uncover concerns before they harden into full-blown resistance.
The Power of Asking Over Telling
Humble Inquiry is essentially “the fine art of drawing someone out, of asking questions to which you do not already know the answer”. Unlike a top-down directive approach, asking humble, open-ended questions signals respect for employees’ knowledge and feelings. For example, rather than announcing a significant workflow change and telling people how to adapt, an OD Process Consultant might ask, “What challenges do you foresee if we implement this change?” This invitation encourages employees to voice concerns and ideas. When people feel heard, they are less likely to dig in and resist – after all, their perspective is shaping the outcome.
Relatable Example: Imagine a project manager in IT rolling out a new software system. Anticipating user pushback, she holds a humble inquiry session with representatives from each department. By asking “What would make this transition easier for your team?” she uncovers practical issues (like needed training and support) before they become points of resistance. The team co-creates solutions, and their initial skepticism shifts to buy-in because they helped craft the change.
Building Trust to Dissolve Resistance
Resistance often stems from fear – fear of loss, incompetence, or simply the discomfort of change. Humble Inquiry directly addresses these fears by fostering a climate of safety. When leaders ask for input with authentic curiosity, it builds trusting relationships, facilitates better communication, and ensures collaboration where it is needed to get the job done. In practice, this means employees trust that their concerns won’t be ignored. They become collaborators in the change effort rather than passive recipients. This collaborative atmosphere overcomes resistance by involving people early and often. Essentially, people are far more likely to support what they helped create.
Learn More
Ready to take the next step in your OD career?
Reach out to the Institute of Organization Development (IOD) for more information about the OD Process Consulting Certification Program.
📧 Email: info@instituteod.com
📞 Phone: 888-574-5353
🌐 Website: www.instituteod.com
Our team will be happy to answer your questions, help you explore the program, and guide you on your path to becoming a confident OD Process Consultant.
Staying Ahead of the Curve
By practicing humble inquiry, aspiring OD consultants and HR professionals can anticipate and address objections in the planning stages of a change. It’s a preventative strategy: each sincere question and thoughtful conversation peels back a layer of potential pushback. Over time, employees realize the consultant or leader truly values their input, making them partners in progress. As Ed Schein notes, in complex, interdependent workplaces we must “do less telling…and a better job of listening and acknowledging”. This mindset shift replaces resistance with resilience and adaptability.
Mastering humble inquiry is just one of the invaluable skills taught in the ODPC Certification Program. If you’re an HR, L&D, or other people-focused professional seeking to lead change with less friction and more trust, now is the time to invest in your OD career.
Take the next step by exploring the ODPC program – learn how to engage hearts and minds and become the catalyst for change your organization needs. Enroll in ODPC and turn resistance into commitment!
About the Author
Dr. Nancy Zentis, Ph.D.
CEO and Founder of the Institute of Organization Development (IOD). Contact: nancy.zentis@instituteod.com.
The Institute of Organization Development offers online Certification Programs on Organization Development, OD Process Consulting, Talent Management, Executive Coaching, Leadership Development and HR Business Partner
IOD also sponsors GIODN.org, a global OD Professional Membership Organization, offering member benefits such as a Professional Directory, OD Tools, Monthly Events, a Job Board, and Member Connect. If you are interested in joining the fastest growing OD network, click here.