What do you do if your organization resists adopting new technology?

Well, since I'm in kind of special position when it comes to employment, my approach to this problem was to invest in some new technology by myself and show in practice that I can achieve more then what was achieved previously. My region and my industry are basically driven by shame, envy and brute force. When I worked as employee only I had to endure the words like "I've done it with stone tools, you should be able to do the same. After I've started my own small service I was then able to invest on my own. However, being constantly involved with bigger companies on site, as help for the problems that they couldn't solve, it became apparent that what they are lacking is not a man power but technology. I'm glad to say that I influenced some

Change is inevitable, your company can either thrive by it or die by it. everyone resists changes in everything. That is just the makeup of the human race. It's all about understanding the benefits versus the value. If the technology has no real value, then I agree why should you change or adopt the new technology. If there is some immediate value and long term it moves your company into a better position for growth, it makes the investment much more palatable. It's all about understanding the technology and how it can benefit you that makes the difference.

Encountering resistance to new technology is common but manageable. Demonstrating the clear ROI and potential benefits to the organization through data and case studies is a great starting point. Engaging key stakeholders early is crucial to gain their buy-in; involve them in the decision-making process and consider their feedback. Implement the technology gradually to allow for adjustment and to address concerns as they arise. Maintain open communication throughout the process to ensure that everyone understands the benefits and the support available for transitioning. Hope this helps!

1. Asses the organization's structure and goals. 2. Collect all Application-based evidence. 3. Submit to the Interested parties 4. Sit once with all interested parties. Explain the benefits of change and collect opinions about practical issues underlying to implement the same. 5. Address the issues and get it approved consensually implement with a small group of peoples 6. MOnitor the progress and implement if the change is successful. 7. Frequently asses the implementation and improve if required by collecting the feedback from related.

it's essential to understand the reasons behind the resistance. You can address concerns by highlighting the benefits, providing training and support.

Effectively communicating the value of new technology is paramount for adoption. Highlight how it addresses current challenges, enhances productivity, and aligns with organizational goals. Utilize relatable examples and case studies to demonstrate tangible benefits, fostering enthusiasm and buy-in among stakeholders.

Address Resistance Proactively: Identify potential sources of resistance early on and address them proactively before they escalate. Conduct surveys, interviews, or focus groups to gather feedback and identify concerns or objections from employees. Use this information to tailor your communication and change management strategies to address specific challenges or misconceptions. Encourage open dialogue and collaboration to foster a sense of ownership and involvement in the decision-making process.

Try to showcase to the stakeholders and decision-makers the privileges of accepting and adopting the new technology. You can address the "Competitive Advantages" and "Value-Added" generated by implementing the new technology. Although there's always resistance to accepting new technologies and dramatical changes in an organization, you can facilitate it by highlighting the upcoming accomplishments.

Involving stakeholders early in the process is crucial for successful technology adoption. Identify key individuals with influence and engage them in decision-making. Their involvement fosters ownership, encourages acceptance, and provides valuable insights for tailoring the implementation to meet specific organizational needs.

Me tocó liderar proceso de implementación de un nuevo sistema CRM. Adoptamos un enfoque inclusivo, informando a la alta dirección sobre los beneficios del sistema y organizando talleres de capacitación para todos los empleados. Establecimos un equipo de soporte dedicado para la transición. Como resultado, logramos una adopción rápida y eficiente del nuevo sistema con mínima resistencia.

Strong leadership is needed in each proposition The leaders need to believe in the impact new tech can bring For this they need to get used to the tech themselves and lead by example, not by words

As discussed above that change brings fear in every human and its natural A proper training, documented SOPs, and having fun with new tech is essential Its almost like, kids learning to use MS Paint for the first time If we can replicate the same kind of enthusiasm, then this will lead to great outputs by the team

Absolutely agree with using pilot programs as a strategic step. Beyond choosing the right department, it’s crucial to identify and empower a few key adopters within that group. These individuals can become champions of the new technology, helping to drive its adoption by demonstrating its benefits and sharing their positive experiences. Setting them up for success is important, as is maintaining an encouraging environment that acknowledges the challenges of adopting new technology. Emphasizing that every step forward, even the challenging ones, is progress can be very motivating for the entire team.

Trying to pilot programs is great but if you dont have buy in it can be a challenge. Generally, pilots should be run after buy in from a stakeholder. So either from a Sales Engineering Manager/director or from a Revops lead and so on. Set the internal expectations as well - and work with the sales team on the tech you want to onboard so they ensure you can champion the product through a good pilot experience.

As with any other kind of development, adapting to new tech is also a process Each individual/team should be thoroughly monitored and interviewed (even casually) This will allow the leaders to analyze the gaps and concerns which need to be rectified for efficient adoption of the tech

Consider finding a way to test the concept even if it means you use open source or free trials to give it a go. Sometimes leading by example brings the marketing leaders along.

Generally people don't just accept change, in respective of the positive impacts. So how you introduce the new technology matters, and if it is rejected... Then consider the following. 1) the number of the persons that total rejected, the number of people that rejected it because others rejected and those that rejected as a reason of fear. 2) after sorting of item 1, you attend to them accordingly.