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What do you do if your non-profit team resists strategic change?

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When your non-profit team pushes back against strategic change, it can feel like hitting a wall. Yet, it's a common scenario that requires a thoughtful approach to navigate. Change can be unsettling, and resistance often stems from fear or misunderstanding. As you steer your team through this transition, it's crucial to understand that change is not just a process but a journey that involves everyone's commitment. Your role is to guide, support, and sometimes challenge your team to see the benefits of the new direction. By fostering an environment of open communication, providing the necessary training, and demonstrating empathy, you can help your team embrace change and move forward together.

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Bojan Pavlovic

Founder @ TAU Consulting | Product Owner | Monitoring, Evaluation, Accountability and Learning | AI | Workflow…

1 Understand Why

Resistance to change is rarely without reason. To address it effectively, you must first understand the root causes of reluctance within your team. Engage in active listening, provide a safe space for feedback, and ask probing questions. This will help you uncover fears, perceived threats, or misunderstandings about the strategic change. Once you have a clear picture, you can tailor your approach to address specific concerns and demonstrate how the change aligns with the core values and mission of the non-profit.

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Godwin Osama, PMP?

I help organizations achieve their strategic objectives through project, program, and portfolio management| Waterfall| Agile | Scrum | Strategy and Innovation management|
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I've learned it's important to first validate people's underlying anxieties. Change is damn hard! Acknowledging the potential disruption, effort and emotional weight it requires goes a long way. We're all human.

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Bojan Pavlovic

Founder @ TAU Consulting | Product Owner | Monitoring, Evaluation, Accountability and Learning | AI | Workflow Automation | Digital Transformation
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Take the time to understand the reasons behind the resistance to strategic change within your non-profit team. For example, if your team is resisting a shift towards digital fundraising, understanding their concerns about technology adoption and donor relationships can help address their apprehensions effectively.

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2 Communicate Clearly

Clear communication is the cornerstone of managing resistance to change. Ensure that your team understands not only what the changes are but also why they are necessary and how they will benefit the organization in the long run. Use simple language, avoid jargon, and be transparent about the expected outcomes as well as the challenges ahead. Regular updates and an open-door policy for questions and concerns can also foster a sense of inclusion and trust.

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Bojan Pavlovic

Founder @ TAU Consulting | Product Owner | Monitoring, Evaluation, Accountability and Learning | AI | Workflow Automation | Digital Transformation
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Provide transparent and detailed communication about the reasons for the strategic change and the potential benefits for the non-profit and its mission. For instance, if you're implementing a new outreach strategy, clearly articulating the impact it can have on reaching more beneficiaries and increasing community engagement can help alleviate resistance.

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3 Empower Involvement

People are more likely to support what they help create. Encourage your team to be involved in the change process by contributing ideas and participating in decision-making. This empowers them and can lead to valuable insights that improve the strategic change. By involving your team in the planning and implementation stages, you help build a sense of ownership and commitment to the new direction.

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Bojan Pavlovic

Founder @ TAU Consulting | Product Owner | Monitoring, Evaluation, Accountability and Learning | AI | Workflow Automation | Digital Transformation
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Involve the team in the strategic change process by seeking their input and ideas for implementation. For example, if the change involves restructuring program delivery, involving staff in brainstorming sessions on how to maintain service quality during the transition can empower their involvement and reduce resistance.

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4 Offer Support

Introducing strategic change often requires new skills or adjustments to existing ones. Offer your team the support they need through training, resources, and mentorship. This not only equips them with the tools to succeed but also shows that you are invested in their growth and well-being. Acknowledge that mistakes may happen as part of the learning process and maintain a supportive environment where team members feel comfortable seeking help.

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5 Reinforce Positives

Highlight the positive aspects of the strategic change regularly. Share success stories, celebrate milestones, and provide recognition to those who embrace and contribute to the new direction. This positive reinforcement can improve morale and motivate others to get on board. Remember that change can bring about significant improvements, and focusing on these can help shift perspectives.

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Bojan Pavlovic

Founder @ TAU Consulting | Product Owner | Monitoring, Evaluation, Accountability and Learning | AI | Workflow Automation | Digital Transformation
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Highlight the positive outcomes and successes resulting from the strategic change to motivate and reassure the team. For example, if the change involves expanding into new geographical areas, celebrating successful outcomes in those areas can reinforce the benefits of the change and encourage buy-in from the team.

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6 Adjust as Needed

Flexibility is key when implementing strategic change. Be prepared to make adjustments based on feedback and the evolving needs of your organization. This demonstrates that you value your team's input and are committed to finding the best path forward. By remaining adaptable, you can overcome obstacles more effectively and ensure that the strategic change is successful.

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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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Non-profit Program Development

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What do you do if your non-profit team resists strategic change?

1

2

3

4

5

6

7

1 Understand Why

2 Communicate Clearly

3 Empower Involvement

4 Offer Support

5 Reinforce Positives

6 Adjust as Needed

7 Here’s what else to consider

Non-profit Program Development

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What do you do if your non-profit team resists strategic change?

1

2

3

4

5

6

7

1 Understand Why

2 Communicate Clearly

3 Empower Involvement

4 Offer Support

5 Reinforce Positives

6 Adjust as Needed

7 Here’s what else to consider

Non-profit Program Development

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