Comment faites-vous face à la résistance et aux commentaires des leaders et des champions du changement ?

I am convinced that it is crucial to maintain open and transparent communication, include them early in the process, provide training, identify individual benefits, listen and adapt to their concerns, create internal allies, celebrate partial successes, establish continuous feedback mechanisms, manage expectations, and foster an organizational culture that values adaptability and innovation.

Even change leaders and champions, typically advocates for organizational transformation, may harbor doubt, fear, and concern about upcoming changes. To effectively understand their perspectives, it is crucial to address these sentiments promptly by actively listening to their concerns, grasping the root causes of their apprehension and validating their emotions. I find one-on-one sessions most effective for pinpointing the source of resistance. Empathy plays a pivotal role in this process, nurturing comprehension and building trust. Acknowledging and addressing these underlying reasons for resistance while empathizing with their views helps navigate transitions, ultimately increasing the chances of success for the change initiative

Foster an environment where individuals feel psychologically safe to voice their concerns, ask questions, and express dissenting opinions without fear of judgment or reprisal. Encourage open dialogue, constructive feedback, and collaborative problem-solving.

In my experience, confronting resistance from change leaders demands a bold yet empathetic approach. When facing pushback, I prioritize direct, honest conversations to address the underlying issues. For example, when a change champion expressed skepticism about a new initiative, I didn't shy away from the challenge. Instead, I invited them to a candid discussion to understand their reservations. It turned out their concerns were about resource allocation, which we hadn't fully accounted for. By taking this feedback head-on and adjusting our plans, we not only overcame the resistance but also strengthened our strategy. This forthrightness in facing resistance has been key in converting skeptics into collaborators.

My experience involved a higher degree of complexity as the client was my dad´s company. His willingness and understanding for change were a must for legacy, but he showed resistance as he ran his business for 50 years. One may think trust was a given, but on the contrary, the expectation was higher, and failing was not an option. Apart from all the input from others, to which I agree, empathy, benefits, risk mitigation...the additional extra mile was given by patience, dedication, and tangible and quick wins initiatives for him to see results. Then we walked the talk...

I give every change a perspective that people see as an opportunity for each one of them to grow along-with organisation. When people see “ what is in it for them they tend to support change” Initially only few will support the change and will become ambassador to bring change and these ambassadors play a key role in convincing others. Change requires commitment and consistency from leadership

Clear and consistent communication of the benefits and risks of change is essential for coping with resistance and feedback, especially from change leaders and champions. Articulating the why, what, how, and when of the transformation provides clarity and understanding of the change process. Highlighting positive outcomes and opportunities builds excitement and motivation, while acknowledging potential pitfalls and challenges demonstrates transparency and credibility. Effective communication creates a sense of urgency, alignment, and commitment among change leaders and champions, fostering collaboration and support for the change initiative.

Engage in constructive dialogue to explore potential solutions, address misconceptions, and co-create strategies for mitigating risks and maximizing benefits.

Effectively managing resistance requires a comprehensive communication strategy. Consistently reiterating the reasons for transformation, specifying relevant changes, outlining a collaborative approach and defining the transition timeline is crucial. Resistance often arises from emotional apprehensions, so it is key to reassure stakeholders that the change journey benefits them, the organization and the clients they serve. While acknowledging potential disruptions to existing ways of working and unearth new challenges, encouraging them to take a leap of faith is imperative. Providing ongoing support throughout the journey underscores the commitment to navigating changes collaboratively, fostering a culture of adaptability and shared success

In many cases, the fear of messing up is more powerful than the benefits you tout in a change. Be honest about any risks and show how your team can heroically address them. It's one thing to be able to make changes; it’s entirely another for your team to believe they can succeed. Mistakes will happen, and it’s crucial that the team has room to adjust based on your feedback. Using data and observable insights helps us correct course quickly and impartially, ensuring no one feels singled out for an error.

Recognize the efforts and contributions of change leaders and champions through meaningful gestures of appreciation and acknowledgment. Celebrate milestones, achievements, and breakthroughs in the transformation journey through public recognition, awards, or special events.

Involving change leaders and champions entails recognizing their valuable experience and concerns, often rooted in past grievances or perceived mistakes. By actively engaging and listening to their insights, organizations tap into their expertise. This approach goes beyond seeking immediate buy-in; it values their perspectives. When their concerns are addressed, and they actively participate in finding common ground, these champions can often become passionate advocates for change. Their support stems from genuine understanding and empowerment, making them highly trusted voices, driving substantial backing for the change process within influential circles.

Room for autonomy of decision making is a valuable tool but that has to be balanced with the timelines and costs of the project - at times over stretching the decision making curve to colleagues can jeopardise the success timely completion

Empowering change agents is by far the most effective strategy to achieve successful transformation. Soliciting their input and granting them authority to decide on how to solution a problem foster a sense of ownership and commitment. Sharing responsibilities with change leaders and champions not only distributes the workload but also instills a deeper level of accountability and engagement on the transformative journey. Ultimately, by empowering the change agents, organizations harness their expertise, enthusiasm, commitment and influence, ultimately paving the way for meaningful, long lasting and sustainable change

Involving and empowering change leaders and champions in the transformation process is a powerful strategy for coping with resistance and feedback. By soliciting their input, feedback, and ideas, leaders demonstrate respect for their expertise and perspectives, fostering a sense of ownership and commitment to the change initiative. Delegating roles and responsibilities empowers change leaders and champions to take ownership of the change process, increasing their engagement and accountability. Ultimately, involving and empowering change leaders and champions strengthens their buy-in and support for the transformation, facilitating smoother implementation and greater success.

Providing support and recognition to change leaders and champions is crucial for coping with resistance and feedback. By offering resources, training, coaching, and guidance, leaders enable change agents to effectively navigate challenges and drive the transformation forward. Acknowledging their efforts, achievements, and contributions fosters a positive environment and reinforces their commitment to the change initiative. Celebrating successes and milestones further motivates and inspires change leaders and champions, enhancing their confidence and morale throughout the change process.

Change leaders, sponsors, and champions play pivotal roles in the successful implementation of a transformation. Their commitment and dedication are essential in navigating the challenges associated with change. To ensure each can perform in their role best, they should receive comprehensive support. This involves not only adequate training and mentoring but also incentivizing and recognizing their efforts by acknowledging their achievements and celebrating milestones. Recognizing the additional responsibilities they add to their day-to-day roles and offering the necessary resources to do it well is important. By investing in the support and recognition of these change agents, organizations can create a positive and empowered environment

This is a great piece of advice. Good change involves the resources who run the business today (it has to, to ensure good adoption). But with that you are asking folk who are already busy to do more - and that can lead to burnout. Listen to what people say they need to make it a great experience - and try to give it to them.

I have seen too many Performance Review processes in many companies to state that they do not work at all. Employees go through an anual or biannual exam by which they will be evaluated. 6 months is too long, you lose perspective and normally employees are evaluated in the short term, by what has happened in that last weeks. The best system I have seen and implemented in a Feedback System, where each leader has a 10-15 min feedback meeting with each employee where good and bad things are treated. If you do that for 12 weeks you have good information of the whole quarter and there are no surprises at the end of the year. Employees love these systems because it leaves space for constant improvement. Recognition goes along with feedback

To handle resistance & feedback, provide support & recognition to change leaders. Here’s my approach: Offer Resources & Training: Provide tools and coaching. Example: "We’ll offer training and coaching." Acknowledge Efforts & Achievements: Recognize hard work and celebrate successes. Example: "Your dedication was key to this project’s success." Celebrate Successes & Milestones: Highlight contributions and celebrate progress. Example: "We’ve reached an important milestone thanks to your efforts." Ensure Senior Management Support: Without senior management backing, efforts will fail. By providing support & recognition, you boost confidence, motivation, & morale, making the change process more effective & accepted.

During transformation initiatives emotions sometime run high so identifying potential conflicts early on is crucial to prevent them from escalating into more significant issues. Often, conflicts arise from misunderstandings rather than deep-rooted misalignments. By promptly addressing these through mediation and clarification of expectations and objectives, one can often effectively mitigate conflicts before they snowball. Sometime, however, the conflicts are more serious and will require employing additional conflict resolution techniques. Remaining adaptable and flexible based on feedback provided and consider individual expectations and try to realign these with the organization's change strategy and needs will help resolve conflicts

Managing conflicts and expectations among change leaders and champions is essential for coping with resistance and feedback effectively. Leaders must address disagreements and tensions promptly, fostering open and constructive dialogue to resolve conflicts and build trust. Clear and realistic goals, roles, and expectations should be communicated to ensure alignment and accountability. Monitoring progress and performance enables leaders to provide support and guidance as needed, fostering a positive and collaborative change culture conducive to successful transformation.

Be careful not to defer to the most senior opinion. Many a change programme has delivered as the SRO has wanted, but never realised the benefits. If the people expected to use the new solution feel unheard or steamrollered - they will simply not use it to its full potential.

Managing conflict amidst change demands embracing tough conversations, especially when there's emotional investment in a project. It's easy to shy away from discomfort, but addressing concerns head-on fosters understanding. Acknowledging emotions and staying focused on the project's vision can turn conflict into a catalyst for positive change. Open dialogue is key, even when it's tough.

Remember: your harshest critic can also be your greatest ally - but only if you approach them with a mindset of positive intentions. In my experience, we miss numerous opportunities by viewing critics as obstacles rather than leveraging their feedback to our advantage. Allowing ego, pride, biases, or a need for perfection to control us can lead to unnecessary stumbling blocks. The strength of positive intentions lies in recognizing that opposing views and challenging situations can drive us toward excellence, even if the path suggested differs from our own. So, consider conflicted individuals as your partners, not as barriers. > Wear the lenses of positivity every day and be humble enough to thoroughly reflect on negative feedback.

Managing resistance and feedback from change leaders and champions requires a strategic approach. Listen actively, maintain open communication, and involve them early for buy-in. Clearly explain the rationale behind the change, offer necessary training and support, and highlight the benefits. Address concerns promptly, set up a continuous feedback loop, and be open to adjustments. Recognize their contributions and build trust-based relationships. This approach helps manage resistance and leverage feedback for successful change initiatives.

Careful selection of change leaders and champions is paramount to minimize resistance to change. They play a pivotal role in influencing and guiding the change to be a success. They must be fully committed to the cause and should be forward-thinking, inclusive, and adept at effective communication to establish a strong foundation for successful change adoption. It is essential to identify change champions who resonate with diverse stakeholders, including clients and partners, ensuring the vision is embraced across the entire spectrum. Positive and constructive feedback should always be actively sought and considered, fostering a culture where resistance is addressed empathetically and promoting collaboration for a smoother change journey

A good change programme should be ran as a democracy. It isn’t always possible to please all the people all the time - but if you know what you are leaving behind and why - share that. And once you have shared it, share it again, and again, and again. Sometimes it is better to have 80% of the solution potential used 100% of the time, rather than you total vision only being used 80% of the time.

Beyond these steps, it’s crucial to lead by example. Demonstrate your commitment to the change by being actively involved and showing resilience in the face of challenges. Share personal stories and insights to humanize the process. For instance, I often share my own experiences of navigating change illustrating how overcoming initial resistance led to significant long-term benefits. This personal touch not only inspires, but also reassures others that change, while challenging, is ultimately rewarding.

Flip your mindset. Focus less on trying to convince them and more on trying to understand them. What fears, risks, or concerns are hidden between the lines? Where are they failing to articulate what they really want to say? Focus on being an active and empathetic listener so that they feel heard. You won't convince anyone if you don't start from a place of understanding.