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How can you overcome resistance to change when consulting?

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As an educational leader, you may face situations where you need to consult with other stakeholders to implement changes that can improve learning outcomes, organizational culture, or professional development. However, not everyone may be willing or ready to embrace change, and you may encounter resistance from various sources. How can you overcome resistance to change when consulting? Here are some strategies that can help you.

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1 Identify the sources of resistance

Resistance to change can come from different levels, such as individuals, groups, or systems. Some common reasons for resistance are fear of the unknown, lack of trust, loss of control, perceived threats, or conflicting interests. To overcome resistance, you need to understand the root causes and the perspectives of those who resist. You can use tools such as stakeholder analysis, surveys, interviews, or focus groups to gather information and feedback.

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Fernando Cunha

CIO | CTO | IT Manager | Transforma??o Digital | Accredited Kanban Trainer | Agile Trainer | SAP Trainer | Especialista em SAP
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Algo muito útil para superar resistências e conseguir identificar as insatisfa??es existentes, tanto insatisfa??es internas quanto externas, as pessoas tendem a resistir menos à mudan?a quando encontramos as dores e damos foco em a??es que tentem a resolver ou minimizar as dores. Após identificar as dores, usando abordagens de gest?o de mudan?a como o ADKAR, o primeiro passo é levar ao público alvo a conscientiza??o quanto ao que se deseja mudar.

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Lígia Caetano

Designer Instrucional de Infoprodutos| Head de Produtos Educacionais| Pioneira em Design de Aprendizagem no Marketing Digital |+300 Produtos Educacionais criados | + 12 anos transformando conhecimento em lucro
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Ao enfrentar resistência à mudan?a em consultoria, minha abordagem é envolver diretamente as pessoas resistentes, ao invés de excluí-las. Isso evita que se sintam desafiadas a confrontar ainda mais. Busco entender suas preocupa??es, validando seus sentimentos e perspectivas, para ent?o, gradualmente, apresentar os benefícios da mudan?a de maneira clara e empática. Trabalho em estreita colabora??o com elas, incorporando suas ideias e feedback no processo, o que contribui para um senso de propriedade e comprometimento com a mudan?a. Essa estratégia facilita a constru??o de confian?a e a promo??o de uma transi??o mais suave e colaborativa.

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2 Communicate the vision and benefits of change

One of the key roles of a consultant is to communicate the vision and benefits of change to the stakeholders. You need to articulate why the change is necessary, what are the expected outcomes, and how it will benefit the learners, staff, and organization. You also need to address the concerns and questions that may arise, and provide clear and consistent information throughout the process. You can use various channels, such as newsletters, meetings, workshops, or webinars, to communicate the change.

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Mike Goodman, M.A., PMP, PHR, CPTD

Management Consultant | Program Development, Change Management | Veteran
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Listen to the user's concerns to ensure you are addressing the correct issues. Communicating the vision needs to be in a manner that the individual/group understands. Otherwise, all is lost in translation and the change will not take hold.

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3 Involve and empower the stakeholders

Another way to overcome resistance is to involve and empower the stakeholders in the change process. You can do this by creating opportunities for collaboration, participation, and feedback. You can invite the stakeholders to join committees, working groups, or task forces that are responsible for planning, implementing, or evaluating the change. You can also solicit their input and suggestions, and incorporate them into the change plan. By involving and empowering the stakeholders, you can increase their ownership, commitment, and support for the change.

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4 Provide support and resources

Change can be challenging and stressful for some stakeholders, especially if they have to learn new skills, adopt new practices, or adjust to new roles. To overcome resistance, you need to provide support and resources that can help them cope and succeed. You can do this by offering training, coaching, mentoring, or peer support programs that can enhance their knowledge, skills, and confidence. You can also provide resources, such as manuals, guides, or templates, that can facilitate their work.

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Asa Gilliland

GovCon Accounting, DCAA Audit, Contracts & Compliance
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A few things that I've found helpful for achieving buy-in from client teams are 1) putting in the time to explain the "why" behind the change to the team members who will be impacted, 2) articulating the downstream benefits in terms of the company AND the day-to-day operations 3) ensuring the project has the appropriate level of executive AND operational support 4) ensuring stakeholders have realistic expectations for the total project cost both in dollars AND internal bandwidth.

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Mike Goodman, M.A., PMP, PHR, CPTD

Management Consultant | Program Development, Change Management | Veteran
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Providing support is key in the change process. You cannot expect adoption of the change by just saying, this is how it is now and get to work. Support/resources can be in many different mediums. Some include: in-person, short one-pagers, how-to guides, videos, or virtual/in-person trainings.

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5 Recognize and celebrate success

Finally, you can overcome resistance by recognizing and celebrating the success of the change. You can do this by monitoring and measuring the progress and impact of the change, and sharing the results and feedback with the stakeholders. You can also acknowledge and appreciate the efforts and contributions of the stakeholders, and reward them with incentives, recognition, or praise. By recognizing and celebrating success, you can reinforce the positive outcomes of the change, and motivate the stakeholders to continue the change.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Gêrlan Cardoso

Educador | Google Champion | Google AI+Edu Fellow | Analista de Sistemas | Speaker | EdTech
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é fundamental comunicar aos envolvidos o motivo da mudan?a, de forma clara e transparente. Enfatize os benefícios que ela trará para a organiza??o e para os indivíduos.

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How can you overcome resistance to change when consulting?

1

2

3

4

5

6

1 Identify the sources of resistance

2 Communicate the vision and benefits of change

3 Involve and empower the stakeholders

4 Provide support and resources

5 Recognize and celebrate success

6 Here’s what else to consider

Educational Leadership

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How can you overcome resistance to change when consulting?

1

2

3

4

5

6

1 Identify the sources of resistance

2 Communicate the vision and benefits of change

3 Involve and empower the stakeholders

4 Provide support and resources

5 Recognize and celebrate success

6 Here’s what else to consider

Educational Leadership

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