Your team is pushing back against organizational change. How can you overcome their resistance?

To address resistance to organizational change and align the team: 1. Communicate reasons and benefits clearly. 2. Listen to and address concerns. 3. Involve key stakeholders for support. 4. Provide necessary support and resources. 5. Celebrate achievements and milestones. Implementing these steps helps overcome resistance and aligns the team with organizational change effectively.

You need to understand why the pushback is happening. To do that you need to step into the shoes to see what the fear is. Most of the time they fear that this change will result in them losing their jobs. Either by making the role redundant, exposing a lack of skills or ethics that causes them to be terminated, or it will result in added stress for them because they have to learn a new system, do more work do harder work, or work they don’t like. Once you know where the concern comes from address it by denying it or confirming it. Either is preferable to ignoring it.

It happens very rarely (or better to say never) that employees are delighted about upcoming organizational changes. Change means something new and unfamiliar, and what if they can’t navigate these new challenges? Such fears are normal, and it’s a crucial mistake if you, as a leader, dismiss those fears and fail to address them head-on. When employees feel that their concerns are ignored, it can lead to increased anxiety, resistance, and even a decline in morale and productivity. To effectively lead through change, it’s essential to acknowledge these fears and take proactive steps to manage them.

Your goal isn't to "push" an agenda -- it's to listen to the team. Truly understand their needs, concerns, and requests, and then discuss how to co-create a solution going forward. Often times, when the team members feel included and heard (with their needs being addressed) they can become the best ambassadors and allies for the change.

To overcome your team's resistance to organizational change, focus on clear communication, empathy, and involving them in the process. Explain the rationale behind the changes, address their concerns, and collaborate to find solutions that address their needs and the company's goals.

Knowing the why behind the change is usually helpful. Be as transparent as possible when doing this. At least they know where the change is coming from then. Also, reminding the team to control what they can control and keep perspective. No one likes change at first, but over time, people generally will adapt to it.

Transparent Communication is a key success factor. Clearly explain the reasons for the change, the benefits it will bring, and the potential consequences of not changing.

Communicate Clearly: Ensure that the reasons for the change are clearly communicated to your team. Explain how it benefits them and the organization as a whole.

When your team pushes back against organizational change, the instinct is often to communicate clearly. But clarity alone isn't enough. True transformation happens when you go beyond just explaining the change. Engage in active listening, address concerns empathetically, and involve your team in the process. Clear communication should be a two-way street. By fostering an environment where feedback is valued and integrated, you convert resistance into collaboration. Remember, it's not just about what you say, but how well you listen and adapt. This approach turns hesitation into a shared vision for success.

People usually more understanding and can accept when they know the reasons behind every changes. Communicating with them in the emotional level will reduce the resistance level

Involve Them: Involve your team in the change process from the beginning. Seek their input, address their concerns, and make them feel like active participants rather than passive recipients.

When facing organizational change, the immediate reaction is often to involve everyone. While inclusion is important, involving everyone from the start can lead to chaos and slow progress. Imagine trying to steer a ship with everyone having a hand on the wheel—too many inputs can hinder direction and momentum. Instead, start with a core team of change champions who can guide the process. These leaders will streamline communication, address concerns efficiently, and build momentum. Once a clear path is set, gradually involve more team members to ensure smooth integration. This focused approach ensures the ship sails smoothly and reaches its destination effectively.

Resistance towards change is closely tied to a lack of support. Your employees are afraid that they won’t be able to adapt to the new conditions, and if they see no clear signs that you are there to help, it only increases their anxiety and reluctance. Without visible and tangible support, employees may feel isolated and overwhelmed. Creating a support system within the organization can also help ease the transition. Establishing mentorship programs or peer support groups allows employees to share their concerns and learn from each other’s experiences. Encouraging collaboration and open dialogue fosters a sense of community and mutual support.

Provide Support: Offer training, resources, and support to help your team adapt to the change. Address any skill gaps that may arise due to the change.

When things are shaken up, people need time to adapt and embrace the changes. It's our job as a leader to provide the bridge so they can have confidence to cross from the status quo to the new changes. By providing support that can help to do transition, it will help to minimise the gaps.

Acknowledgement and recognition are the way to celebrate the milestones and boost morale. It will encourage people to accept the change and see that it's not bad to have some organization changes for the better results.

Celebrate Successes: Acknowledge and celebrate milestones and successes along the way. Positive reinforcement can help build momentum and morale.

The best way to incorporate organisational change is to make your employees feel inclusive in the change process and decision making. Make them a part of it, ask for ideas, suggestions, feedback - be transparent. create training programs to streamline the gaps, celebrate progress with rewards and recognition. These strategies help build trust, reduce anxiety, and engage employees in the change process, ensuring a smoother transition and successful implementation.

Monitor Progress: Continuously monitor progress and be flexible to adjust the approach if necessary. Keep the lines of communication open throughout the process.

As a Marine Corps commander, responsible for $350M in assets and 4,500 personnel, I learned a core truth about leadership: it's not about involving everyone in every decision. True leadership is about strategic focus and empowering a select few to guide the many. In the chaos of operations, relying on a core team of trusted leaders ensured efficiency and direction. Leadership is about knowing when to delegate and whom to trust. "True leadership is about empowering a few to lead the many. It's not the number of hands on the wheel, but the skill and vision of those who steer." Solomon Verderame