You're met with resistance from your team on a new leadership strategy. How will you overcome their pushback?
When met with resistance from your team on a new leadership strategy, it's essential to address concerns while maintaining momentum. Here's how to facilitate acceptance:
- Engage in active listening. Show your team that their opinions are valued and considered.
- Provide clear rationale. Explain the 'why' behind changes to foster understanding and buy-in.
- Offer support and training. Help team members adapt by providing the necessary resources.
How have you successfully managed resistance in your team? Share your experience.
You're met with resistance from your team on a new leadership strategy. How will you overcome their pushback?
When met with resistance from your team on a new leadership strategy, it's essential to address concerns while maintaining momentum. Here's how to facilitate acceptance:
- Engage in active listening. Show your team that their opinions are valued and considered.
- Provide clear rationale. Explain the 'why' behind changes to foster understanding and buy-in.
- Offer support and training. Help team members adapt by providing the necessary resources.
How have you successfully managed resistance in your team? Share your experience.
-
Para superar a resistência da equipe a uma nova estratégia de liderança, comece comunicando claramente os objetivos e benefícios da mudança. Envolva a equipe no processo, pedindo feedback e ouvindo suas preocupações. Ofereça treinamento e suporte para facilitar a adaptação. Demonstre compromisso com a nova abordagem através de ações consistentes. Promova uma cultura de confiança e transparência, destacando sucessos iniciais e ajustando a estratégia conforme necessário para atender às necessidades da equipe.
-
1️⃣ Listen First: Understand their concerns. Ask, “What about this strategy feels challenging to you?” 2️⃣ Explain the ‘Why’: Share the bigger vision and how the strategy benefits the team. People support what they understand. 3️⃣ Address Concerns: Be open to tweaking the strategy based on valid feedback. Collaboration fosters buy-in. 4️⃣ Lead by Example: Demonstrate commitment to the new approach through your own actions. 5️⃣ Start Small: Implement the strategy in stages to build confidence and show results. 6️⃣ Celebrate Wins: Highlight early successes and recognize team contributions to ease doubts. Change takes time. Meet resistance with empathy, clarity, and consistent leadership.
-
Listen to their concerns and involve them in the process, showing how their input can shape the strategy. When they feel included, resistance often turns into support.
-
Pour surmonter la résistance, je commence par écouter activement les préoccupations de l’équipe, afin qu’ils se sentent compris et valorisés. Ensuite, j’explique clairement les objectifs et le ‘pourquoi’ derrière cette nouvelle stratégie pour donner du sens au changement. Enfin, j’implique l’équipe dans le processus en co-construisant des solutions, tout en offrant le soutien et la formation nécessaires pour qu’ils se sentent confiants et engagés
-
J'ajouterais qu'après avoir écouté activement les réticences au changement, expliquer le "pourquoi" et offrir du soutien, il serait intéressant de reformuler les freins qu'ils y voient pour voir si l'on a bien compris le point de blocage. Et leur demander qu'est ce qui pourrait améliorer selon eux. Proposer d'un commun accord un compromis et proposer que l'on se revoit dans un mois, afin de voir si l'on continue en ce sens, où si d'autres améliorations sont à mener
-
Here are three ways to address team resistance to a new leadership strategy: Involve them early. Bring your team into the planning process to make them feel part of the solution, not just the change. Highlight benefits. Show how the strategy will directly improve their work or address challenges they face. Start small. Pilot the strategy with a manageable group or task to demonstrate its effectiveness before scaling up.
-
Understand the Resistance: Engage in open conversations to understand the root causes of their resistance. Gather honest feedback. Communicate the Vision: Clearly articulate the vision and benefits of the strategy. Explain how it aligns with the team's goals and the organization's mission. Involve the Team: Involve the team in the planning and implementation process. Develop a sense of ownership and reduce resistance. Training and Support: To help the team understand and adapt. Ensure the support needed to transition smoothly. Address Concerns: Actively listen to their concerns and address them. Make adjustments based on their feedback. Highlight Quick Wins: Demonstrate effectiveness by highlighting quick wins and early successes.
-
- Proper strategy overview - An overview of the contributions planned/necessary from the team to achieve the goals - Proper planning exercise - Clear picture on dependencies - Discussion on risks and concerns - IF necessary, leader meeting (this might be necessary in case people have wide knowledge outside the team) to allign dependencies
-
To overcome resistance to a new leadership strategy, do the below and see the change !! 1. Listen: Understand why your team is resisting and acknowledge their points. 2. Explain: Clearly communicate the purpose and positive outcomes of the strategy. 3. Provide: Share data or case studies showing success from similar strategies. 4. Collaborate: Involve the team in refining the strategy to address their concerns. 5. Pilot: Test the strategy on a small scale before full implementation. 6. Highlight: Emphasize the broader benefits for the team and organization. 7. Offer: Provide training and resources to help the team adapt.
-
Every time I faced resistance, I was alerted that I had to question if there was coherence in the strategy and the motivation behind it. ALWAYS, when there is a deep buy-in, it is because the strategy is backed up with a clear why. When the leaders understand the strategy, its essence, why we are doing it, and how this will benefit the organization as a whole BECAUSE it is adding more value to the stakeholders, everyone will line up to implement it. Organizations are humans, and humans tend to perform any activity better with intrinsic motivation. First thing when having a resistance, bring leaders to ask: With this "why" behind the strategy, what would you do to make this "why" happen?
Rate this article
More relevant reading
-
Leadership Development CoachingHow do you stay on track with your leadership goals?
-
Business CoachingHow can you align your leadership decisions with your personal values?
-
LeadershipHow do you evolve your leadership plan as you grow?
-
Business ManagementWhat are the best ways to build a strategic leadership legacy in a dynamic industry?