In my observations while dealing with senior executives and founders who have spent decades and tested success in a particular way, they face fear of unknown and failure, and sometimes pressure of being right again and self image. Over period of time, they deeply realize that they need to adapt new strategy or shall not have resistance. But they have built systems, trained people and set KPIs to support old ways. And when they adapt new strategy they have to undo all of them and pass through pain of change management. I would help them manage embrace and face their fears, assist them create new plan, help them to get right resources & process in place. I will increase dialogue & listen to them fully to manage their highs and lows.

Focus on aligning the new strategy with the executive’s core values and desired outcomes. Highlight how it allows them to achieve their vision while addressing resistance by showing compassion, listening actively to concerns, and reframing the change as an opportunity rather than a challenge.

Encourage your coachee to involve team members and key stakeholders early in the new strategy. This participation promotes a sense of ownership and reduces resistance by addressing concerns directly and also helping you co-create deliverables/initiatives within the new strategy.

Resistance to change is a common challenge faced by executives. To effectively support them, I'd first encourage open and honest communication with all stakeholders. By actively listening to concerns and addressing them directly, I can help alleviate fears and build trust. Secondly, I'd work with the executive to develop a clear and compelling vision for the new strategy, highlighting the benefits and opportunities it presents. Thirdly, I'd empower the executive to lead by example, demonstrating enthusiasm and commitment to the change. Finally, I'd provide practical tools and techniques for managing resistance to help the executive navigate challenges and build support for the new strategy.

Firstly, it’s essential to identify the root cause of resistance—whether it’s due to a lack of understanding, fear of change, misaligned goals, or other factors. Support the executive in clearly articulating the strategy’s purpose, benefits, and alignment with the organization’s goals, ensuring they have the necessary resources to succeed. Involve resistors by seeking their input and ideas, giving them a sense of ownership in the process. Provide training sessions to help teams understand and adapt to the new strategy effectively. Finally, regularly review feedback and adjust the strategy as needed, addressing valid concerns while staying committed to the core objectives.