What are effective ways to engage community members who resist change?

Change is hard yet change is constant. You have to invest the time. There is no substitute for time and listening. Most people can tell if you are authentic and sincere. Your actions need to be rooted in concern and empathy. It is the sincere and authentic relationships that carry the day. And all solutions don’t fit all problems. Target your time where it can impact and influence the most.

Perspective is a two way street, one certainly benefits from gaining feedback from people how they view a situation, though when trying to seek an environment where change may be the outcome, it becomes increasingly important to ask those around you to view the future through a different lens. For example, when I started at Goodwin Living as the CEO and President, I went to the longest tenured and newest team members and residents and asked them: "If you were CEO, what would you change/focus on?" This simple question yielded a variety of ideas, many of which we were able to carry forward as changes for the better within the organization. We minimized resistance because the ideas were coming from those who would be most impacted.

Understand the barriers to changing as perceived by the reluctant. Develop strategies that overcome those barriers. Understand why others are happy to make the change. Integrate those positives into messaging. The greater the participation and engagement, the greater the trust between the parties. Inform, involve and assist people to make the change. Make the change convenient and the new behaviours easy to adopt. Difficulty is a huge barrier to change. Provide incentives (not financial, as bought behaviour only persists for as long as the financial incentive is provided). Provide reminders of the new behaviours. Highlight those who adopt the change. Reward adoption of the change.

one way I found useful is first to understand why do we need changes, what type of changes are needed and what can we compromise on. Once we understood these 3 things our next steps is to communicate the changes and see how the members react. The important part is not to try and force it on the ones who resist but listen to them and see what we can compromise on, if we can make them feel that we try to meet halfway on some things, they might be less resistant on the things we are not willing to compromise on

Before focusing on the individuals we consider resistant, it would be good to look at ourselves, to make sure that we do not penalize resistance to change, but instead, we assume it will arise, and are readly to help navigating it. We are biologically programmed both to maintain what it is now, and also to adapt to what is new or required. Change is movement. And we are continuously moving. So, we can facilitate asumming change by helping others to identify the changes that have already been made, the means or resources we have put in place to do so, and the benefits gained. First steps should be small and easy, that easy that nearly nobody would refuse to take it. And movement starts...

One thing I've found really helpful is clearly articulating the "why" behind the change. If change is simply hoisted on people, it's human nature to resist. If you can bring people along by sharing why you are making the change and your desired outcome, it will really help. It's also important to acknowledge that this change may be difficult for some people, that you are ok with that, and that the entire team has your support in making the change happen- whether they agree or not. Making people feel understood and respected, even if they don't agree with you- or if the change will disproportionately impact them- will really go a long way.

Communication is a critical aspect. When community members feel informed and understand the reasons behind proposed changes, they are more likely to be supportive. Be honest and clear in your communication, provide all necessary information and explain the need for change, acknowledge challenges and risks, and highlight benefits. It's also good to be available to the members if they want or need to hear from you or the leaders about updates, reached milestones, or any adjustments or doubts. And members' feedback is a must-have, if you want to demonstrate a commitment to open dialogue.

This approach engages resistant community members by providing clear, relevant communication about the program's purpose and benefits. Actively listening to their feedback, using diverse channels, and incorporating stories build understanding and trust. Transparency and inclusivity make individuals feel valued, fostering a connection and encouraging their participation in the change process.

This approach engages resistant community members by providing clear, relevant communication about the program's purpose and benefits. Actively listening to their feedback, using diverse channels, and incorporating stories build understanding and trust. Transparency and inclusivity make individuals feel valued, fostering a connection and encouraging their participation in the change process.

Change can no longer be managed as a project. It must be continuous and adaptive, which requires continuous conversations with organizational communities. Additionally, most business decisions are not clear cut, and decisions are much better when based on the interests and energy of the organization; which directions spark community imagination? Energy is critical to the ultimate success of a decision. Effective community involvement in decision-making and change requires two things: 1. Power sharing, negotiating differences, and valuing diverse perspectives, which are often skill gaps for executives. 2. Clear accountability for decisions once input has been gathered because consensus is not an effective operating approach.

People need to feel, seen and heard. Not everyone responds/interacts in the same way. So, crowd-source perspectives within the community, host video breakouts, and follow up with 1:1 conversations. Communicate findings and insights to maintain open dialogue channels. Investing the time to listen and learn how your community engages with one another builds a foundation of trust that will carry you forward through crisis.

Ownership, co-creation, evaluation, all of these can lead to increased participation by those who are resistant or reluctant. These options must be preceded by trust, understanding their reluctance and establishing rapport. These folks probably have valid reasons for their resistance which should be responded to in your process design. These resistors can be powerful change agents when involved, honored and heard appropriately.

Support involves equipping community members with necessary resources, information, and training for a successful transition. It means offering assistance throughout the change process, ensuring individuals feel capable and informed. This support can be tangible, such as providing training sessions or resources, and intangible, like creating a supportive environment through clear communication and established policies. Ultimately, support empowers community members, reducing resistance and promoting a smoother integration of the program.

Create a culture of recognition and acknowledgement for your community. Celebrating key milestones and achievements openly throughout the change process can be a good strategy. As well as recognizing and appreciating the efforts of community members who contributed to the success. Add gamification to the change process to promote sense of ownership within the community, and reward system for individuals or groups that actively support and embrace changes. Also, offer opportunities for community members to learn new skills or gain knowledge related to the changes.

Sometimes, community members aren't resistant to change as much as they are not confident your work will create change or you'll use their input respectfully. This is because they have been asked for their input before on community issues, and their input wasn't used or they weren't included in how their ideas were developed. You may be doing everything "right" from a program development view, but still sense this resistance. Be patient. Let people tell their own stories. Above all, be clear with how you'll use their input and make sure that you do. While you can't undo what has been done by others in this space, you can work to build trust and listen intently. Input and buy-in from community members is vital to community change.