2026 is shaping up to be a year of big moves - new strategies, fresh priorities, and ambitious projects designed to keep organisations ahead of the curve. But here’s the catch: even the best-laid plans can stall when leaders aren’t fully on board. Resistance doesn’t always look dramatic; sometimes it’s subtle - delayed decisions, vague feedback, or a quiet lack of support. These small behaviours can snowball into major roadblocks, slowing progress and frustrating teams who are trying to deliver.
Change initiatives often fail not because of flawed technology or poor planning, but because of human behaviour. Studies show that up to 70% of organisational change programs fail, largely due to resistance from within leadership ranks. When leaders quietly derail projects - by withholding accurate information, voicing skepticism in private, or simply failing to champion change - the ripple effect is profound. Teams lose clarity, timelines slip, and trust erodes.
This resistance is rarely overt. Instead, it manifests in subtle ways:
These behaviours often go unnoticed by senior executives but wreak havoc on those tasked with execution.
Resistance isn’t always malicious - it’s often psychological. Fear of the unknown, loss of control, and perceived threats to status are common triggers. AI adoption amplifies these anxieties. Leaders may worry about their relevance in an AI-driven future or feel ill-equipped to guide teams through technical complexity.
AI isn’t just another tool - it’s a cultural shift. Organisations that treat AI as a technical rollout rather than a human transformation risk failure. Without visible leadership commitment, even the most sophisticated AI strategies stall.
Here’s the truth: silence enables resistance. Senior leaders must set the tone by:
When senior leaders normalise these conversations, resistance becomes harder to hide - and easier to address.
To overcome this silent roadblock:
Technology, strategy, and investment can only take an organisation so far. The real catalyst for transformation is leadership alignment - and the real risk lies in leadership resistance. When leaders hesitate, withhold support, or quietly undermine progress, they don’t just slow a project - they erode trust, waste resources, and weaken the culture of change.
2026 will demand more than technical upgrades; it will require courageous leadership. Senior executives must set expectations early, make support for change a visible priority, and hold peers accountable for behaviours that block progress. Resistance thrives in silence - so leaders need to create transparency and make it clear that change is not optional.
Change is never easy, but it’s impossible without leadership commitment. The organisations that win in 2026 will be those where leaders don’t just approve change - they own it, model it, and demand it from others. Because in the end, the biggest roadblock isn’t technology - it’s mindset. And the strongest competitive advantage? Leaders who choose to lead the change, not resist it.
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Georgina is the Senior HR Content Editor – Publications at the Ai Group. With over 25 years of experience in human resources and leadership, she has demonstrated her expertise across a diverse range of industries, including financial services, tourism, travel, government, agriculture and HR advisory. She is also an accomplished writer and editor, known for creating high-quality, engaging content that educates and informs. Her writing includes a variety of formats, such as blogs, articles, policies, templates and guides.
