Here are 3 bite sized tips to manage resistance to change effectively. Using these practical tips can help you move the needle from resistance to acceptance. You can download the carousel here
1. Communicate Clearly and Often
Based on your audience, communicate clearly and often - with predictability. Understand what your audience needs from you and cater your message to them. This might look like:
Status Updates | Audience : Program Team, Senior Leaders
Open Q&A | Audience: Impacted Employee Segments
What we need from you | Audience: Senior Leaders / Sponsors
Why It Works: Clear and frequent communication helps reduce uncertainty and builds trust.
2. Invite People into the conversation, early
Get the advocates, naysayers and bystanders of change involved early. You want to have the space to have an open and honest discussion to shape the narrative of the change together. This might look like:
Targeted Sessions | Audience: Advocates, Resistors
Pilot Programs to test changes| Audience: Small group of Advocates and Resistors, including people managers
Why It Works: When you involve people in change, they are more likely to take ownership of the change approach and support it. Early involvement also helps identify potential issues before they become larger problems.
3. Acknowledge and Address Concerns
Listening and tuning in to the underlying causes of resistance enables you to have a well grounded approach to change, one that's rooted in reality. What this might look like:
1:1 Deep Dives | Audience : Advocate and Resistors to Change
Anonymous Feedback| Audience : All Impacted Stakeholders
Action Plans| Audience : Targeted, based on stakeholder feedback
Why It Works: Addressing concerns head-on shows your stakeholders that their feelings are valid and that the organization is committed to making the transition as smooth as possible. This can significantly reduce resistance.
Parting Thoughts
Managing resistance to change doesn’t have to be overwhelming. It can be tactfully addressed by using the tactics outlined above. There are many more of course, but these are the ones that engage people - because at the end of the day, you want people to engage with the change to ensure it sticks.
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