How can you overcome resistance to change in the insurance industry?

Major reason for Resistance to change is employees fear that new way of doing business will elimate their job.It is very important that leadership team gives proper training to employees on new products/processes and give them confidence that change is going to make their work easier instead taking away their jobs.

This solution always worked for us positively. The challenge? Getting everyone on board without the nausea. Solution: Create a "lifeboat," a smaller, more agile unit within your organization to test and prove new concepts. Once the results are as clear as day, resistance starts to melt away. The outcome? Your once-reluctant crew will turn into eager sailors, setting sail for new horizons with the wind at their backs. Adaptation becomes the new norm.

Realizing that people process information in diverse ways and adapt to change at different speeds is crucial, especially in tightly controlled industries. In such sectors, authority and standing are earned over time through knowledge and experience. Introducing new methods and procedures can shake up the established order and command chain, as it brings change to what has been the norm for years.

La resistencia al cambio es una barrera habitual en la industria de seguros, pero no insuperable. A menudo, esta resistencia brota del miedo a lo desconocido. La clave para superarla es enfrentar directamente esas aprensiones, identificando y abordando las inquietudes específicas. Yo suelo poner de ejemplo cómo los móviles, una vez temidos, ahora son herramientas indispensables en nuestro día a día. De igual manera, en el ámbito de los seguros, los cambios deben presentarse no como obstáculos, sino como oportunidades para mejorar y enriquecer nuestro trabajo y servicio al cliente. Al confrontar los miedos con ejemplos tangibles de adaptación y beneficios, facilitamos el camino hacia la aceptación y valoración del cambio.

A major component of change management involves "taking the people with you" on the journey. Successful change management requires exceptional "people" skills - it's a fundamental attribute. Ideation is a great engagement and empowerment technique, as it can help people, in many disparate roles, feel involved and actively contribute to the design, deliverable and success of any initiative. Naturally, in any organisation, you cannot involve everyone and nor would you want to. This means that the second pillar in the "communications" component is getting the messaging right along with style of engagement. Everyone wants to know "What's In It For Me", so articulating that in each communication is essential, along with mode and frequency.

Share the plan! Allow them see how much planning, thought and consideration has been made. Present the "why" in some key decisions. If they understand why certain decisions that impact the team most are made, you're more likely to gain buy in.

I personally encourage those going through such an experience to pick up "Who Moved My Cheese?" by Dr. Spencer Johnson, it offers wisdom about change, adaptability, and seizing opportunities.