To overcome resistance from senior leadership on team process changes, I first seek to understand their concerns and objections. By engaging in open, respectful conversations, I can address their fears, clarify the benefits, and provide data or case studies to support the changes. I emphasize how the changes align with the organization’s long-term goals and improve efficiency. I also propose a phased approach, allowing for feedback and adjustments along the way. By building trust through transparency and demonstrating the potential for positive outcomes, I aim to gain their buy-in and ensure smoother implementation.

To overcome their resistance: 1. Understand Their Perspective: - What's their main concern? - How do they perceive the current process? 2. Communicate Clearly: - Use simple language. - Highlight benefits and impact on goals. 3. Show Data and Results: - Share case studies or examples. - Provide measurable outcomes. 4. Align with Their Goals: - How does this change support their objectives? - Connect the dots for them. 5. Present a Pilot: - Suggest a small-scale trial. - Use this as proof of concept. 6. Engage and Collaborate: - Involve them in discussions. - Encourage input and feedback. Remember: Simplicity and clarity can turn resistance into support. Start small, think big.

To win over senior leadership, it takes a mix of preparation and collaboration. Here’s how you can build momentum: Start with understanding: Have a conversation to get their perspective. What are their priorities? What concerns them about the changes? Connect to goals: Show how the changes align with what the organization is trying to achieve—whether it’s improving efficiency, saving money, or driving better results. Bring them in: Involve them in the process. Ask for their input and make it clear their leadership is critical to making it work. Tackle concerns head-on: Acknowledge potential risks and share how you plan to address them.

I know how frustrating it can be when senior leadership resists changes you believe will genuinely improve your team's processes. It feels like you’re swimming upstream. Here’s what I’ve learned, don’t jump straight into pitching the “what” or “how.” Start with the “why.” Show them how these changes align with the organization’s goals. Share data, success stories, and—most importantly—how it will make their lives easier. Sometimes, resistance comes from not fully seeing the bigger picture. Also, patience is key. Roll out small wins. A tiny improvement they can’t argue with builds trust for the bigger moves. If you’re looking to read more, I highly recommend "The Five Strategic Pillars Methodology" book from Amazon. #MoeNawaz