How can you build rapport with a leader who is resistant to change?

1 Understand their perspective

Before you try to persuade or challenge a leader who is resistant to change, you need to understand their perspective and motivations. What are their goals, values, and beliefs? What are their strengths and weaknesses? What are their sources of stress and satisfaction? How do they communicate and learn? By asking open-ended questions, listening actively, and showing empathy, you can build rapport and trust with the leader, and gain insight into their worldview and emotional state.

2 Acknowledge their concerns

Once you understand the leader's perspective, you can acknowledge their concerns and validate their feelings. Resistance to change is often driven by fear, uncertainty, or doubt. By showing that you respect and appreciate their point of view, you can reduce their defensiveness and anxiety, and create a safe space for dialogue and exploration. You can also use positive feedback and recognition to reinforce their confidence and self-esteem, and remind them of their achievements and capabilities.

4 Address their challenges

As you share your vision, you may encounter some challenges or objections from the leader who is resistant to change. These may include practical issues, such as lack of resources, time, or skills, or psychological issues, such as fear of failure, loss of identity, or lack of trust. To address these challenges, you need to provide support and guidance, and to help the leader find solutions and strategies. You can use coaching tools, such as goal setting, action planning, brainstorming, and accountability, to help the leader create a clear and realistic roadmap for the change, and to overcome any obstacles or setbacks.

5 Inspire their action

The final step in building rapport with a leader who is resistant to change is to inspire their action and commitment. You can do this by highlighting the benefits and rewards of the change, and by creating a sense of urgency and excitement. You can also use motivational techniques, such as incentives, challenges, and feedback, to encourage and reinforce their progress and performance. Most importantly, you need to celebrate their achievements and successes, and to acknowledge their efforts and contributions.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?