Senior executives are resisting your new change strategy. How will you overcome their objections?
Introducing a new change strategy can be tough, especially when senior executives push back. To turn resistance into support, try these approaches:
- Listen actively and validate concerns. Understanding their perspective builds trust and opens dialogue.
- Align the change with organizational goals. Show how the new strategy supports the bigger picture.
- Offer evidence-based benefits. Present data that demonstrates the positive impact of your strategy.
How do you approach resistance to change in your leadership?
Senior executives are resisting your new change strategy. How will you overcome their objections?
Introducing a new change strategy can be tough, especially when senior executives push back. To turn resistance into support, try these approaches:
- Listen actively and validate concerns. Understanding their perspective builds trust and opens dialogue.
- Align the change with organizational goals. Show how the new strategy supports the bigger picture.
- Offer evidence-based benefits. Present data that demonstrates the positive impact of your strategy.
How do you approach resistance to change in your leadership?
-
The root of this question is at the heart of why so many change projects fail and why so many change managers are blamed for the failure. To be clear, it is not the job of a change manager or project manager to convince senior executives of the value of the change; you are working for them! And more specifically the executive sponsor of the project. Your job is to guide, support and if necessary, coach the executive sponsor in how to address resistance among senior executives. It is the executive sponsor who should be managing executive resistance. You guide and support the sponsor in that process. I have learned, If you care more about implementing the change than they do, it will surely fail.
-
When facing resistance from senior executives, it’s crucial to understand their fears and motivations. Start by listening to their concerns—often rooted in fears of losing control, declining performance, or uncertainty. Understanding their mindset helps identify the source of their anxiety. Next, emphasize how the changes can reduce risks and give them more control, shifting their perspective to a positive one. Explain how the changes will improve key metrics and create new opportunities. Back this up with concrete examples and data to address their concerns and show the benefits of the new approach.
-
Resistance to change is a normal human tendency, irrespective of how senior or junior a person is in the management hierarchy. It’s important for a business leader to understand where from the resistance arising in the senior management team. This team is a closely knit team which helps the company to navigate through the disruptions and opportunities to reach the desired future state. This team is also a team of seasoned professionals. If any of them or some of them are feeling threatened by the proposed changes, and if the changes have been voted in by majority, it’s important for the leader to reach out to each of the resisters with not just logical reasoning but also with empathy and emotional intelligence.
-
Well, therein lies the problem, "your new change strategy." If you're an executive peer, there is an alignment problem or an agreement problem. If you're "selling," enlist your allies (who may not overtly support you, but may do less to sabotage you).
-
Dificilmente decis?es top down s?o negociáveis. Em uma lideran?a participativa, escutar as obje??es e construir junto ao opositor alinhamento quanto ao que precisará ser construindo. Eventualmente, mesmo sem alterar o "o quê?" - objetivo, poderemos adequar o "como?¨ - ferramenta para o resultado.
更多相关阅读内容
-
Business ManagementWhat are the best ways to build a strategic leadership legacy in a dynamic industry?
-
Leadership Development CoachingHow can you use questioning to develop an inclusive and diverse leadership vision?
-
Leadership Development CoachingHow do you stay on track with your leadership goals?
-
Business CoachingHow can you align your leadership decisions with your personal values?