I have the following strategies: 1. Establishing transparent communication about the digital changes, including the reasons behind them, expected benefits, and how these changes align with the organization’s goals. Regular updates and open channels for feedback can help alleviate concerns. 2. Engaging senior leaders by involving them in the planning and implementation stages of digital changes. When they participate in discussions and decision-making, they are more likely to feel ownership and support the initiative. 3. Highlighting success stories and case studies to show how these changes can positively impact their departments, easing resistance through knowledge and confidence.

When senior leaders resist digital transformation, the key is to share a clear, inspiring vision. Instead of focusing only on technology, show how digital change boosts efficiency, opens new markets, and drives innovation. Tie it to the company’s goals—whether improving competitiveness, enhancing customer experience, or fueling growth. When leaders understand how digital transformation ensures long-term success, they’re more likely to support it. If traditional strategies fail, it may be time to rethink leadership. A company needs visionary leaders open to change. Without the right leadership, transformation will struggle. If change management fails, change the management to align with the company's objectives and journey.