In which quadrant would you find individuals who are skilled but resistant to change?

Individuals who are skilled but resistant to change typically fall into the fourth quadrant (Q4) of a common change management model. This quadrant represents those who possess valuable knowledge and expertise but are hesitant or unwilling to adopt new practices, processes, or technologies.

This resistance can stem from a variety of factors, such as fear of the unknown, comfort with the current state, or skepticism about the benefits of the change initiative. Although their skills are an asset to the organization, their resistance can hinder progress and complicate the change management process, as they may actively or passively oppose new initiatives. Addressing their concerns, engaging them in discussions about the changes, and providing support can be vital in overcoming this resistance and utilizing their expertise effectively during the transition.

The other quadrants represent different combinations of skill and willingness to adapt, which do not align with the profile of being skilled yet resistant to change.