Your client is resistant to new leadership practices. How can you guide them towards embracing change?

Understanding resistance is a key success factor to any change. To do it, you must display empathy, understand what is at stake for people impact, anticipate what they might fear. It requires relationship and proximity. Middle Managers and HR are key partners for this. Once you understand resistance you can provide answer in a genuine way either to show people they should not worry or give them clarity on the impact for them.

Un aspecto fundamental para entender la resistencia del cliente y guiarlo a adoptar nuevas prácticas de liderazgo, es el re-conocimiento de los valores fundamentales desde los que actúa. Esto nos permite no solo tener claridad de los valores que rigen nuestra vida y sobre los que actuamos, sino también entender desde la forma que actúan los otros y de esta manera darle sentido a situaciones que nos han generado diferencias o nos causan molestias.

The ADKAR model developed by Prosci is great at mitigating and decreasing resistance. Establishing "Awareness" and "Desire," the A & D, in ADKAR are typically required at an organizational level and in this case at a leader level. It's important to meet leaders where they are. Taking time to understand their motivations will save time in the long-run and ultimately lead to the successful adoption of change.

La confianza se genera primero desde la escucha activa al otro, desde ser auténticos y genuinos en nuestra relación con los otros, y desde compartir nuestras vivencias y saberes con toda la generosidad que un espacio de estos amerita.

Start by building a relationship with them - so they see you as someone they can trust and be confined in. Having a good relationship makes all the difference and it can help you understand their resistance and for them to have trust in you.

Turning resistance into actionable resources starts with storytelling. Sharing success stories where innovative leadership practices led to extraordinary results can be a powerful insight. Use real-life case studies to illustrate how leaders who initially faced resistance adopted new practices, not only overcoming challenges but also expanding their horizons and achieving remarkable success. Show tangible examples that build an emotional and intellectual bridge, helping your client see the potential for growth and feel more comfortable with change. Get inspired by stories of recognized leaders who transformed their organizations with new approaches, and think about the potential impact on your own journeys.

When a client is resistant to new leadership practices, start by helping them Set Clear Goals. This aligns with the habit Begin with the End in Mind from the 7 Habits, which emphasizes the importance of having a clear vision. Work with your client to define specific, achievable goals that highlight the benefits of adopting new practices. Show how these goals align with their long-term vision and the success of their team. By setting clear, motivating objectives, you can help them see the value in change and make the transition feel more manageable and purposeful.

I find it absolutely imperative to help clients that are resisting change to understand it scientifically… To help them understand the chemistry behind resistance. To help them understand through models & tools for change how human biology is designed to create resistance, and it’s also designed to create a state of flow enabling change without struggle. Once clients understand the Neuroscience of Change, it makes it far easier to help leaders, teams & entire companies not only objectify the change process but to seamlessly execute to the desired state.

Support your client's journey toward embracing new leadership practices by providing valuable resources. Consider sharing relevant books, articles, workshops, or even mentorship opportunities that shed light on the advantages and real-world applications of your suggested practices. By offering a range of informative tools, you can help instill confidence and readiness in your clients as they navigate these significant changes.

When a client resists new leadership practices, guide them by providing the right resources. Offer tailored tools, training materials, and examples that align with their specific needs and industry. Share success stories and case studies that demonstrate the positive impact of the changes. Equip them with step-by-step guides or mentorship opportunities to build confidence. By ensuring they have the knowledge and support needed, you make the transition smoother and help them see the value in embracing new leadership practices.

Promoting reflection is an incredibly effective way to help overcome resistance to change. Could you invite your client to take a moment to think deeply about their leadership style, the outcomes they are currently experiencing, and how these align with their broader vision and values? This process of self-reflection can foster newfound self-awareness, which is essential for recognizing the need for change. When leaders understand how incorporating new practices can improve their effectiveness and support their goals, they often become more open and willing to embrace those changes.

Here 3 steps on how to use reflection to drive meaningful change: 1. Encourage Self-Assessment: Guide leaders to reflect on their leadership style. Prompt them to identify gaps and strengths. 2. Align Vision with Actions: Have them compare current outcomes with their overall vision. This reveals misalignments and areas for growth. 3. Promote Actionable Insights: Show how new practices can enhance their leadership and align with their goals. Use this to build momentum for change. Reflection fuels awareness. Awareness drives change...

To implement a new leadership practice focused on customer follow-ups, I knew we needed to start with small, actionable steps. I organized role-playing sessions where our sales team could practice the new techniques in a low-pressure environment. We also set up peer coaching sessions to provide ongoing support. By breaking down the change into manageable actions and offering continuous guidance, the team gradually became more confident, leading to a noticeable improvement in customer retention rates.

In my experience coaching leaders I have found that everyone has a different relationship to change and to be curious with them on how they can approach situations that can disrupt their current process. Pause to discuss how your client has approached change in the past and how they could develop new approaches, behaviors, and support their progress when obstacles arise. Tools such as the Kubler Ross Change Curve can be helpful in providing action steps on how to go from Denial to Experiment for example. Everyone is unique from their personal experiences and identifying how they approach change is essential to support their growth in this area so that they can become more comfortable and confident when change arises.