How can you deal with resistance to collaborative leadership?

1 Assess the sources of resistance

The first step to dealing with resistance is to understand where it is coming from and why. Resistance can be based on individual, interpersonal, or organizational factors. For example, some individuals may resist collaborative leadership because they are used to being in charge, have low self-confidence, or feel threatened by change. Some interpersonal issues that may cause resistance are conflicts, power struggles, or communication gaps. Some organizational factors that may hinder collaboration are rigid structures, unclear roles, or competing incentives. By assessing the sources of resistance, you can tailor your strategies to address them effectively.

2 Communicate the benefits and expectations

The second step to dealing with resistance is to communicate the benefits and expectations of collaborative leadership clearly and convincingly. You need to show how collaboration can help achieve the team's or organization's vision, mission, and goals. You also need to explain what collaborative leadership entails and what it does not. For example, you can clarify that collaborative leadership does not mean giving up your expertise, authority, or accountability, but rather leveraging them to empower others and create synergy. You can also highlight the benefits of collaborative leadership for individuals, such as learning, growth, and recognition.

3 Involve and empower the resisters

The third step to dealing with resistance is to involve and empower the resisters in the collaborative process. You need to create opportunities for them to participate, contribute, and influence the decisions and actions that affect them. You can do this by asking for their opinions, feedback, and suggestions, inviting them to join working groups or committees, or assigning them roles or tasks that match their strengths and interests. By involving and empowering the resisters, you can increase their sense of ownership, commitment, and trust in the collaborative process.

4 Model and reward collaboration

The fourth step to dealing with resistance is to model and reward collaboration yourself and among others. You need to demonstrate collaborative leadership behaviors, such as listening, sharing, supporting, and delegating. You also need to recognize and appreciate the efforts and achievements of those who collaborate well. You can do this by giving positive feedback, celebrating successes, or providing incentives or rewards. By modeling and rewarding collaboration, you can create a positive and supportive environment that encourages and reinforces collaboration.

5 Address the challenges and risks

The fifth step to dealing with resistance is to address the challenges and risks that may arise from collaborative leadership. You need to acknowledge and anticipate the potential difficulties and pitfalls that may occur, such as conflicts, misunderstandings, or delays. You also need to provide solutions and support to overcome them, such as mediation, coaching, or training. By addressing the challenges and risks, you can reduce the anxiety and uncertainty that may prevent some people from collaborating.