When there is resistance at the top, focus on the development of a business case for the change. Leverage data, case studies, and linking to organization goals in order to demonstrate the need and benefits. Engage them in open dialogue and hear their concerns empathetically, seeking their suggestions in order to create ownership in the process of change.

Here’s my approach: 1️⃣ Lead with Data-Driven Insights: Instead of opinions, I present hard evidence—claims trends, cost impacts, and industry benchmarks—to make a compelling case for change. 2️⃣ Address the 'Unspoken Concerns': I initiate candid conversations to surface hidden fears, like job disruption or risk aversion. Addressing these concerns directly builds trust. 3️⃣ Frame the Change as a Win-Win: I position changes as opportunities for growth, efficiency, or competitive advantage, ensuring leaders see the strategic upside. 4️⃣ Consistency Over Conformity: Pushback is normal, but consistency in messaging and follow-ups ensures the change stays on the agenda.

When senior leadership resists change, I focus on building a compelling case through data-driven insights that highlight the necessity and potential benefits of the shift. I initiate open, constructive conversations to understand their concerns and address them directly. Sharing success stories from similar situations demonstrates credibility and reassures them of the potential for positive outcomes. This balanced approach fosters trust and helps align leadership with the need for change.

Simple. Trust. Vision. And getting the ambassadors of all departments together to have a good talk. It's like a wolf pack. Leaders decide yes/no to go hunting. But when the full pack sneezes louder they know they have missed something important. You have to tell them what they missed in the bigger picture...