Leading Organizational Change Series: Embracing the Pushback
This is the final episode of my “Leading Organizational Change” series, “Embracing the Pushback.”
In the first episode, I covered how to articulate a powerful vision for change, whether you are initiating the change or it has been handed down from above.
Here’s the link to that episode:
https://theexclusivecareer.com/tec-podcast/blog-post-articulating-a-powerful-vision
In the second episode, I covered how to develop a strategic roadmap for change.
Here’s that link:
https://theexclusivecareer.com/tec-podcast/blog-developing-a-strategic-roadmap
Today, I’m covering “Embrace the Pushback,” acknowledging that there WILL be pushback, no matter how you articulate the vision and how detailed and comprehensive your roadmap is.
Let’s start with an understanding of the most common reasons for resistance.
-Fear of the unknown – the more you can honestly and openly walk your team through what is going to happen, the more their fear of the unknown will diminish. It is when leaders offer vague responses, dodge questions, and generally come across as “shady” that team members’ fear ratches up; this also reduces trust, which I will talk about in a moment.
-Loss of control – Particularly with your more long-term employees who naturally feel a strong loyalty to what has been, feeling they have lost control will often cause employees to push back against every decision, no matter how small. Even worse is silence – employees are pushing back, but not expressing their concerns.
-Lack of trust – If trust isn’t there to start with, it certainly won’t be there in the midst of change management. If you are a new leader, or one with a strained relationship with your team, you can expect a lot more resistance.
What can you do to help alleviate their concerns?
- Whenever possible, work to develop trust before introducing the change. At minimum, acknowledge the strained relationship and vow that you will work to build those relationships during the change management process – and be sure you have a concrete plan to do so.
-Anticipate their objections – address as many as you can before they are voiced, because they might not be voiced.
-Address their concerns directly and transparently – no dodging or hedging.
-Provide the necessary training and resources to help team members adapt to the change and feel that they know what they are doing
-Acknowledge and celebrate small wins as a way to build momentum and morale.
Your specific situation may call for unique training and resources, but here are some general ideas:
-Flexibility
-Psychological support, such as an EAP
-Guides, manuals, on-demand learning, and SMEs as resources
-Training around new skills, additional knowledge, and tools required for their new roles or processes. Utilize a mix of approaches that cater to visual, auditory, and kinesthetic learners.
-One-on-one coaching and mentoring – this might include access to external professional coaches or training key team members to serve as coaches
As you execute the change management strategy, here are some tips:
-Emphasize that the roadmap you’ve developed is a living document, not static. Let them know you intend to pivot or adjust the roadmap based on new information or unforeseen challenges.
-Encourage regular feedback from all levels to identify what’s working and what’s not.
-View setbacks as opportunities for learning and adjustment, rather than “failures.”
In summary, the goal of “Embracing the Pushback” is not to expect there won’t be pushback, or that everyone on your team will love the change your implementing.
Rather, the goal should be to acknowledge that there will be pushback and to proactively provide your team with the knowledge, skills, communication, and support they will need to be successful.