It is better to view resistance to change as something to be overcome rather than as feedback.

Resistance to change should be viewed as feedback because it can provide valuable insights into the reasons why people are resistant and help to identify potential barriers to the change process. By treating resistance as something to be overcome, it can create an adversarial relationship between change leaders and those who are resistant, which can make the change process more difficult and less effective. Instead, change leaders should engage with those who are resistant, listen to their concerns, and work collaboratively to address them in order to create a more positive and successful change process.