Hey, it’s Rafic. 

Welcome back to this week’s edition of Peak Performance Insider.

Let’s talk about something you’ve probably run into more than once:

You raise an issue.
You suggest a better way.
You bring a solution to the table.

And instead of progress, you get resistance.

People don’t want to talk about it.
They’re too busy, too tired, or too comfortable.
And suddenly, what should have been a simple improvement turns into a dead-end conversation.

Meanwhile, the pressure is still there.
The team is still stretched.
And you’re left trying to figure out how to move things forward when no one else seems to want to.

📌 Today’s Agenda
✅ Why people resist change even when they know something’s off
✅ What to do when you’re expected to perform, but not supported in improving the system
✅ Tools to influence progress without pushing uphill every day

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✍️  Deep Dive: When the Default Answer Is No

You bring up a change.

Nothing radical. Just something that could solve a recurring issue, save time, or help the team work smarter.

And then come the usual replies:

“We’ve already tried that.”
“That’s not how we do things here.”
“We’d need more staff to pull that off.”
“It’s going to create more work.”

It’s not that the team doesn’t see the problem.
They just don’t want to deal with it right now.

And honestly? It reminds me of something we’ve all seen.

You’re in a supermarket. A toddler wants ice cream.
The parent says no.

The kid melts down.
They cry, scream, demand what they want.

Eventually, they either leave with ice cream…
Or keep throwing the tantrum until they do.

Now, resistance at work doesn’t look like that.
But the emotional root can feel oddly similar.

People want comfort.
They want predictability.
They want to avoid more work.

Even when the solution is helpful.
Even when the old way isn’t working anymore.

So what do you do?

You stop treating change like a push.
Start treating it like a negotiation.

Chris Voss, in Never Split the Difference, emphasizes that negotiation is not about creating a win-win situation or finding a compromise; it's about connecting with your counterpart so that you can figure out what they really want and using that to get what you want. The key is to practice active listening and tactical empathy: make counterparts feel safe enough to reveal themselves.

Tony Robbins echoes this sentiment, stating, “The more you understand what somebody wants, needs, and fears, the more you can figure out how to add value”.

If you’re leading change, you’re negotiating.
You’re helping someone move from what’s comfortable to what’s possible.

That requires patience, empathy, and clarity.
It also requires knowing what they’re actually afraid of—even if they’re not saying it out loud.

🛠 Tools to Navigate Resistance and Lead Change

Here are some tactical ways to apply that mindset and keep progress alive:

1. Anchor in their world
What matters to them? What’s the risk they see?
Start with that.
“This isn’t about doing more. It’s about making this easier for you and your team.”

2. Acknowledge what’s working
Respect the system they’ve built, even if it needs to evolve.
“This approach helped us hit X. I’m wondering if it’s still the best fit for what’s ahead.”

3. Propose something small and safe
Start with a 1-week test or one-team pilot.
Keep it light, reversible, and low-stakes.

4. Ask real questions instead of pitching
• “What would make this feel doable?”
• “What’s the real risk if we don’t look at this now?”
• “How could we test this without disrupting the whole team?”

5. Make the change about them, not you
Show how the improvement solves their pain point.
Less admin. Fewer handoffs. Better flow.

6. Stay calm. Keep the door open.
The first no isn’t always the final answer.
Sometimes your job is to plant the seed, then come back when they’re ready.

⚡️ Work With Me

If you’re tired of firefighting every day
If your ideas keep getting shut down
If you feel like you're the only one who cares about fixing what’s broken

I help people like you get out of survival mode
Figure out what’s worth your energy
And finally make progress that sticks

📅 Book a 1:1 strategy session here.

🎯 That's a Wrap

📌 This week’s reflection:

What’s one no you’ve accepted
That might just need a better question next time?

Influence isn’t about pushing harder
It’s about understanding what people are afraid to lose
And giving them a safer way forward

See you next Monday

— Rafic Osseiran

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