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Your team is pushing back on a major process change. How can you overcome their resistance?

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Change is never easy, especially when it involves altering the way your team operates. Resistance is a natural response to change, but as a leader, your role is to navigate through this resistance and emerge with a stronger, more efficient team. The key to overcoming pushback on a major process change lies in understanding the reasons behind the resistance, communicating effectively, and leading by example. By taking a strategic approach to change management, you can guide your team through the transition and foster an environment that embraces innovation and improvement.

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Allen Adebayo

Global Project Leader | Training & Organisational Development | Customer Experience
Anuhya Kantamraju , PMP? PAHM? PSM? ECBA?

?? IT Project Lead | ?? Product Management Specialist
Bhargavi Rao

Walmart | Legal Counsel | Arbitrator | Author | Certified Lean Six Sigma Master Black Belt | ISO Professional

1 Understand Why

Resistance often stems from fear of the unknown or comfort with the status quo. To overcome this, you must first understand why your team is pushing back. Engage with them to uncover their concerns and apprehensions. Are they worried about their job security, or do they feel ill-equipped to handle the new processes? Perhaps they're not convinced that the change is necessary. By identifying the root causes of their resistance, you can address these issues directly and work towards finding a solution together.

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Allen Adebayo

Global Project Leader | Training & Organisational Development | Customer Experience
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To understand and address underlying concerns, I would employ a multi-pronged approach such as one-on-one interviews, focus groups, surveys and questionnaires. One-on-one interviews allow for in-depth exploration of individual perspectives, while focus groups uncover shared resistance patterns. Surveys and questionnaires provide quantitative data on overall team sentiment. By combining these methods, I can identify root causes of resistance and tailor strategies to build trust and support for the change.

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Anuhya Kantamraju , PMP? PAHM? PSM? ECBA?

?? IT Project Lead | ?? Product Management Specialist
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To overcome team resistance to a major process change, start by clearly communicating the reasons behind the change and its potential benefits. Actively listen to team's concerns and address them thoughtfully, incorporating their feedback where possible. Finally, involve key team members in the implementation planning, giving them a sense of ownership and control over the transition.

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Bhargavi Rao

Walmart | Legal Counsel | Arbitrator | Author | Certified Lean Six Sigma Master Black Belt | ISO Professional
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Overcoming resistance to a major process change requires empathy and transparency. Start by understanding the root of the pushback—are there fears, misunderstandings, or legitimate concerns? Address these by clearly communicating the reasons for the change and the expected benefits, both for the team and the organization. Share personal stories of past changes where initial resistance turned into success. Involve team members in the change process, giving them a sense of ownership and control. My experience shows that acknowledging emotions and providing a supportive environment fosters buy-in and reduces resistance.

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Wioleta Kicman

Organizational Change & Transformation Management | Project Management | Communication | Business Psychologist | Business Partner | Pharmaceutical and Healthcare Sectors
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When your team resists a major process change, don't immediately try to overcome the resistance - be open to it. In my experience, resistance can indicate that the change or the way in which the organization wants to implement it might not bring the expected results. Instead, leverage your team's insights. Engage them to understand their concerns and gather their suggestions on making the change more practical and desirable. This collaborative approach not only improves the change process but also fosters buy-in and commitment from your team.

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Taylor McClain, SHRM-CP

People Operations | Culture Design | Change Strategy
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The first step to overcoming your team's resistance to change is to investigate where the resistance is coming from. Regurgitating talking points regarding new programs, policies, or timelines does absolutely nothing if two members on the team don't believe the current program is insufficient and another member was never trained on the functionalities of the new program because they were out sick during the training. Be actively involved in each stakeholder's ability to accept, support, and reinforce whatever change is on the way. This level of involvement will take time, but it's a more effective strategy to ensure that the change is implemented properly because we've addressed resistance head on.

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2 Communicate Clearly

Clear communication is crucial when implementing a major process change. You need to articulate the reasons behind the change and how it will benefit not just the organization but your team members as well. Ensure that everyone understands what is expected of them and the timeline for the transition. Provide ample opportunities for questions and feedback, and be transparent about the challenges that may arise. This open dialogue can help alleviate fears and build trust in your leadership.

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3 Provide Training

A common source of resistance is the anxiety of not being able to adapt to new processes. To mitigate this, offer comprehensive training and support. Tailor training sessions to meet the varying skill levels within your team and ensure that everyone feels confident in their ability to transition. Continuous support and resources post-training can also reassure your team that they won't be left to navigate the changes alone.

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4 Lead by Example

Your attitude towards the change will set the tone for your team. Demonstrate your commitment to the process change by leading by example. Show enthusiasm and confidence in the benefits that the change will bring. When your team sees you embracing the new processes and addressing challenges head-on, they are more likely to follow suit. Your leadership can serve as a powerful motivator for your team to overcome their resistance.

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5 Involve Your Team

Involvement leads to commitment. Include your team in the change process by soliciting their input and involving them in decision-making where possible. When team members feel that their opinions are valued and that they have some control over the change, they are more likely to buy into it. This collaborative approach can transform resistance into cooperation and even advocacy for the new process.

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6 Monitor Progress

Finally, track and monitor the progress of the change implementation. Recognize and celebrate small wins to maintain morale and motivation. Address any setbacks promptly and adjust your strategy if necessary. Consistent monitoring allows you to stay on top of how your team is adapting and provides insight into where further support may be needed. By acknowledging the efforts of your team, you reinforce their importance in the success of the change.

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Your team is pushing back on a major process change. How can you overcome their resistance?

1

2

3

4

5

6

1 Understand Why

2 Communicate Clearly

3 Provide Training

4 Lead by Example

5 Involve Your Team

6 Monitor Progress

Change Management

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Your team is pushing back on a major process change. How can you overcome their resistance?

1

2

3

4

5

6

1 Understand Why

2 Communicate Clearly

3 Provide Training

4 Lead by Example

5 Involve Your Team

6 Monitor Progress

Change Management

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感谢您的反馈

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