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Last updated on 2024年7月22日

Your team is resistant to change. How do you ensure they stick to the new processes?

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Change is a constant in the business world, but that doesn't make it any less challenging when you're facing a team that's resistant to new processes. As a leader, your role is to guide your team through the transition while maintaining productivity and morale. It's essential to understand why your team might be resistant and to approach the situation with empathy and clear communication. By employing effective change management strategies, you can help ensure that your team not only adopts the new processes but also embraces them as a step towards collective growth and success.

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Dr Usha Narasimhan

Passsionate, Purpose driven Lifelong learner

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1 Understand Why

Resistance often stems from fear of the unknown or discomfort with altering established routines. To tackle this, you need to understand the specific concerns of your team members. Engage in open dialogue, listen to their apprehensions, and validate their feelings. This will help you to identify the root causes of resistance and address them effectively. Remember, acknowledging their worries doesn't mean you agree with them, but it shows that you respect their perspective, which is crucial for building trust.

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Dr Usha Narasimhan

Passsionate, Purpose driven Lifelong learner
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As the leader of your team, engage in one to one conversation with individuals to understand the reasons for apprehensions. If you have a bigger team, you can administer a survey, have open house meetings to describe the change and understand their concerns. Early the concerns are understood, it gives you the advantage of devising change management Communications.

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Charlotte Martot

Experienced Change Management Professional | Driving organizational transformation
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To ensure your team adheres to new processes despite resistance, follow these steps: - Clear Rationale: Explain the reasons for the change and its benefits to the team, highlighting how it aligns with their goals and improves their work. - Training and Support: Provide comprehensive training and continuous support to help them adapt to the new processes confidently. - Engage and Involve: Involve team members in planning and decision-making, giving them a sense of ownership and control over the change. - Recognize and Reward: Acknowledge and reward adherence and improvements, reinforcing positive behavior and commitment to the new processes.

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2 Communicate Clearly

Clear communication is the cornerstone of successful change management. You must articulate the reasons behind the change, the benefits it brings , and how it will affect each team member. Use simple language and avoid jargon to ensure everyone understands. Regular updates and an open-door policy for questions and feedback can prevent misinformation and make your team feel involved and informed throughout the transition.

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Samuel Margerison

Continuous Improvement & Vendor Management
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It is helpful to have a multi-channel approach to change communication. This could include: - A "change champion" network that shares information and advocates for the change in their local area - Steering Committee executive summaries that highlight key challenges where leadership support is needed - A Microsoft Teams or Slack channel for broader project updates, keeping everyone informed about progress

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Mathieu Lopato

Head of Content, Studio, Creative Ops | Ex WPP | Ex Activision Blizzard | Polytechnique Exed Change Management
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Change management can be split in different stages: preparing the change, assessing the risks, implementing the change and embedding it into the organisation's culture. Embedding it is absoluty decisive. While new habits are not yet fully mastered, old fashioned way can come back in a twinkling of an eye, and people who were reluctant to the change could find any opportunity to badmouth about it. While at the very beginning the change leader has to convince, at this stage he has to demonstrate the value of having changed. Communicating clearly and regularly about first achievements, rewarding early adopters, pointing were the organisation would have been if not changing will help the change leader in anchoring new process.

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3 Provide Training

A lack of skills or understanding can fuel resistance to change. Provide comprehensive training sessions that are tailored to different learning styles and competencies within your team. Ensure that everyone has the resources and support they need to become proficient in the new processes. Continuous learning opportunities can also help your team feel more confident and less intimidated by the changes.

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4 Empower Champions

Identify and empower change champions within your team—those who are enthusiastic about the new processes and can influence their peers. These individuals can provide peer-to-peer support, share positive experiences, and help others see the benefits of the change. Having allies within the team who advocate for the new processes can be incredibly effective in reducing resistance.

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5 Reinforce Changes

To ensure that new processes stick, you must reinforce them consistently. This could involve setting up a reward system for adherence , integrating the changes into performance evaluations, or establishing new norms that support the desired behaviors. It's important to recognize and celebrate small victories as your team makes progress, as this can build momentum and encourage continued compliance.

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6 Monitor Progress

Finally, monitoring progress is critical in ensuring that changes are not only implemented but also sustained over time. Use metrics and feedback to assess how well the new processes are being adopted and where there might be ongoing resistance or difficulties. Be prepared to make adjustments as needed and provide additional support where gaps are identified. By keeping a close eye on how the changes are taking root, you can address issues promptly and keep your team on track.

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Samuel Margerison

Continuous Improvement & Vendor Management
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Transparency about the change’s progress opens the door to fresh insights that might not have surfaced during your initial assessment. When you promptly address issues, it signals that feedback matters and it reinforces the idea that the change project is the path forward.

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7 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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Your team is resistant to change. How do you ensure they stick to the new processes?

1

2

3

4

5

6

7

1 Understand Why

2 Communicate Clearly

3 Provide Training

4 Empower Champions

5 Reinforce Changes

6 Monitor Progress

7 Here’s what else to consider

Change Management

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Your team is resistant to change. How do you ensure they stick to the new processes?

1

2

3

4

5

6

7

1 Understand Why

2 Communicate Clearly

3 Provide Training

4 Empower Champions

5 Reinforce Changes

6 Monitor Progress

7 Here’s what else to consider

Change Management

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