John Cutler · 4 min read · Product Teams
TBM 413: In That Space Is Our Power
Read the original on cutlefish.substack.com →
Change agents often face unfair pushback when proposing new ways of working, with the burden of proof falling on them and responses that can dismiss their perspective. The piece suggests reframing the situation by recognizing mutual vulnerability, understanding the difference between work relationships and deeper connections, guarding against manipulation, and asking what you truly want to achieve and whether logic alone will drive change.
Key Takeaways
- The burden of proof for changing ways of working often rests on the advocate, and pushback can feel like an unfair test.
- Both sides bring vulnerability related to identity; stay curious, acknowledge feelings, and avoid assuming motives.
- Differentiate workplace relationships from personal ones and watch out for people who manipulate the need for validation.
- Clarify what change you truly want and assess whether persuasion alone will move the needle; consider reframing rather than pushing for immediate adoption.
Excerpt
One thing I’ve noticed (and experienced firsthand) is that when change agents advocate for a better way of working, there’s a moment that feels extremely unfair. The burden of proof is all on you. You’re tiptoeing through nonviolent communication, channeling your utmost curiosity, trying to connect, trying to not rock the boat, and still somehow ending up in the position of having to prove that what you’re seeing and feeling is even real. Suddenly, you’re on the witness stand. It’s a deep human need to feel understood, to be listened to, to not be immediately dismissed. That’s part of why…