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Last updated on 2024年7月26日

You're faced with team resistance to new executive strategies. How do you navigate the challenges ahead?

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When introducing new executive strategies, it's not uncommon to encounter resistance from your team. Resistance can stem from a variety of sources including fear of change, lack of understanding, or disagreement with the direction. As a leader, your challenge is to navigate these waters carefully, ensuring that your team not only understands the new strategies but also embraces them. It's a delicate balance of communication, empathy, and assertiveness that will ultimately determine the success of your implementation.

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Hanan Ahyad

executive manager at Non-profit, Careers of Gold initiative
Oscar Ramos

Youth & Community Development Leader | Psychology |Youth Mental Health First Aid Instructor
Miguel ángel Gámez Ugalde

Autor de dos libros y creador de la Metodología de Ventas: El Reloj de Arena | Director General de la Escuela de Ventas…

1 Assess Concerns

Begin by listening to your team's concerns without judgment. Often, resistance is rooted in fear or misunderstanding. Engage in open dialogue, asking questions to uncover the true source of their hesitations. This process demonstrates respect for your team's perspective and can provide valuable insights into potential flaws or oversights in your strategy. Understanding their concerns is the first step towards addressing them and moving forward together.

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Hanan Ahyad

executive manager at Non-profit, Careers of Gold initiative
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One thing I found helpful is engaging the team with the reason behind these new strategies and why these changes are important to be embraced not just for the company benifit but also for the employees benefits as well.

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Oscar Ramos

Youth & Community Development Leader | Psychology |Youth Mental Health First Aid Instructor
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A key step to addressing team resistance is to lead with curiosity and enquire about the observation seen by yourself as the leader about the resistance. Ask something like "Hey I have noticed (observation) when we discuss (strategy), can we please share feedback about this." It is essential to create the space for feedback and acknowledge the team's concerns before assessing a way forward. I have found that genuinely building trust by actively listening works wonders. Naturally, people/teams want to feel acknowledged and validated, before moving into solutions from an actual or perceived problem.

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Miguel ángel Gámez Ugalde

Autor de dos libros y creador de la Metodología de Ventas: El Reloj de Arena | Director General de la Escuela de Ventas Selling Methodologies.
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Si esto te pasa recurrentemente; estás vendiendo mal las ideas, o tal vez creas que debes pasar la información tal y como te la dan los altos directivos. Los mandos medios debemos administrar la información para lograr que nuestro equipo la compre. Pero si ya la regaste, pues hay que afrontarla lo más pronto posible, entre más pronto mejor. Y la primera reunión nunca será para resolver, sino para ver lo que les preocupa.

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Les Kerjenski

MD | CTO | CIO | IT Director | Operations Director | Strategic Leader | Strategist | Commercial | A people-first leader, CTO or CIO who delivers excellence in a business to drive revenue growth, and mitigate risks.
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In my experience it’s about talking directly with teams, detractors and individuals, removing any unknowns and adding reasoning. Talk them through the scenarios and show where there viewpoints sit within the solution. Sometimes when information is passed through a business, it can be like whispers and bits are missed, or incorrectly, assumptions made. Taking everyone on the journey and talking with everyone clears up so much, once people know its a joined up thought process, answers their questions and shows our direction as a whole its usually much smoother in transition and the noise settles down.

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Steven Taylor

Chief Financial Officer | Transforming Finance | Accelerating Growith | Performance Optimisation | CPA, MBA, FMVA
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Navigating team resistance to new executive strategies involves understanding concerns, effective communication, and fostering engagement. Start by listening to the team’s feedback to identify specific issues and areas of resistance. Clearly communicate the rationale behind the new strategies, emphasizing their benefits and alignment with long-term goals. Involve team members in the implementation process by seeking their input and encouraging ownership of the changes. Provide support and training to ease the transition and address skill gaps. Recognize and celebrate small wins to build momentum and demonstrate the positive impact of the new strategies, fostering a more receptive and collaborative team environment.

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2 Communicate Vision

Clear communication is pivotal when presenting new strategies. You must articulate the vision and objectives behind the changes, ensuring that your team understands the 'why' as much as the 'what'. Explain how these strategies align with the broader goals of the organization and how each team member plays a role in this shared vision. Effective communication can turn skepticism into support by painting a clear picture of the future.

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Tatiana Romero

Diretora de RH | Linkedin Top Voice (Cultural Change & Leadership Development) | CHRO | C-Level | Mentora | Voluntária | M?e de 2 | Membro da Open Mind Brasil
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Eu acredito que o essencial para engajar os colaboradores na estratégia é: comunicar, comunicar e comunicar novamente! E comunicar n?o é mandar um e-mail. Sim, pode come?ar por e-mail, e depois disso é essencial personalizar a comunica??o. Dependendo da área, perfil da pessoa entre outros, pode ser por ex. uma reuni?o em equipe, reuni?es individuais, atividades mais lúdicas para esclarecimento da estratégia, pode até identificar os "champions" da estratégia, ou podem ser todas elas juntas, definidas num plano de comunica??o. O importante é que "one size does not fit all" e cabe a lideran?a perceber qual a melhor forma de cascatear a estratégia, para que cada pessoa da equipe entenda como o seu papel impactará no atingimento da estratégia.

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3 Provide Support

Once you've laid out the new strategies and addressed concerns, offer support to ease the transition. This could mean providing training, resources, or simply being available for further discussion. Let your team know that you're not just dictating changes but are there to help them succeed. A supportive environment encourages adaptation and growth, making the new strategies more likely to be accepted and implemented effectively.

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4 Empower Ownership

To further ease resistance, empower your team to take ownership of the new strategies. Involve them in the implementation process and encourage their input on how to best apply the changes to their work. When team members feel that they have a stake in the outcome, they are more likely to commit to the success of the new strategies. Ownership fosters a sense of pride and accountability, which can be powerful motivators.

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5 Reinforce Positively

Positive reinforcement goes a long way in overcoming resistance. Recognize and reward early adopters and those who make significant efforts to embrace the new strategies. This not only encourages others to follow suit but also builds morale. Highlighting successes, no matter how small, reinforces the benefits of the changes and helps to build momentum towards wider acceptance.

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6 Adjust Tactically

Finally, be prepared to make tactical adjustments as you go. No strategy is perfect, and you may need to tweak your approach based on feedback and performance. Show your team that you're responsive to their needs and willing to make changes to ensure the strategies work for everyone. This flexibility can help to alleviate concerns and demonstrates that you're committed to finding the best path forward together.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You're faced with team resistance to new executive strategies. How do you navigate the challenges ahead?

1

2

3

4

5

6

7

1 Assess Concerns

2 Communicate Vision

3 Provide Support

4 Empower Ownership

5 Reinforce Positively

6 Adjust Tactically

7 Here’s what else to consider

Executive Management

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You're faced with team resistance to new executive strategies. How do you navigate the challenges ahead?

1

2

3

4

5

6

7

1 Assess Concerns

2 Communicate Vision

3 Provide Support

4 Empower Ownership

5 Reinforce Positively

6 Adjust Tactically

7 Here’s what else to consider

Executive Management

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感谢您的反馈

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