How to tackle the resistance to "Change?"
Hey folks,
It’s not a pleasant experience, but it usually happens in every organization. There are conflicts!
Once, in a workshop, I saw a leadership group split into two because they did not agree on the company objectives. They were not buying into each other’s ideas.
That’s what I want to discuss today: people’s “Buy-in” for a change. Transitions are a natural part of successful business growth.
Issues arise when some team members resist the change for any reason. This change can be technological, process-based, strategic, etc.
“Buy-in is simply being willing to change and execute the transition.” And I hope you can guess what could go wrong if your people don’t buy in.
To better identify a lack of buy-in, let’s look at the symptoms that may mean resistance from your people:
Now, we are not experts in solving team conflicts, but I have seen teams align with each other when asked about the change and how they plan to change.
Our main experience is solving goal-setting problems and misalignments. Using this knowledge, we have compiled some strong tips to ease the buy-in.
Solve the team’s lack of buy-in using the OKR framework
Besides the jargon, OKRs are just a more focused and meaningful way of business goal-setting.
1. Identify and leverage change influencers Every team has natural people influencers, respected for their knowledge and behavior. Get them on board and allow them to enable change organically with purpose.
2. Lead by example Be the first to embrace change. Communicate why you feel the change is crucial for the organization. Show that you are fully ready to implement the initiative.
3. Allow people's input Ask them why they think a change matters for the business and involve your team in creating actionable goals for the change.
4. Translate change into micro habits Break initiatives into realistic, actionable steps. Include them in existing routines—a quick 5-minute check-in using the new (replacement) tool becomes a habit.
5. Take help from a third party Consider bringing in external consultants to facilitate objective discussions. They may help everyone come to a common ground. 6. Cascade your vision using OKRs Use purposeful, measurable, and actionable OKRs to help everyone understand how their role contributes to the bigger purpose or change.
7. Provide training and support Communicate the "why" behind the change and provide useful training resources, Q&As, demos, ongoing support, etc., to ease the buy-in.
We are in the business of supporting other companies in implementing change (goal-setting framework). Our coaches also listen to many team members who resist the shift.
It's normal for some people to hesitate. As leaders, it's your responsibility to make the change feel like progress, not a task.
Podcast - In conversation with Tech & Business Coach Ekhlaque Bari
No wonder we ran the conversation with Ekhlaque longer on the mics. He comes with years of tech experience and is an engaging storyteller.
It was super interesting to have a candid conversation about AI's role in businesses and the change it brings. Listen to the Talk
Resources for you:
Tips on leading with influence The days of bossing your team members around are gone. Find some practical advice on working WITH your people. Read more
A two-way approach to get buy-in Learn about the "Push" and "Pull" ways of leading your people and getting their buy-in with empowerment. Read more
Did you know? We help teams set impactful goals to establish better team coordination on core business initiatives.
If you want to create goals that help your teams align and focus on business growth, talk to our OKR and Strategy Execution Experts. ?