Luigi Rondanini Consultant’s Post

Driving Change in the Nose of Resistance My time at Company X. As an organisational change manager, I know firsthand that implementing changes can be hard work, particularly when pushback from management and staff is felt. Yet, how I was treated at Company X taught me some critical lessons on surviving and succeeding in these scenarios and driving successful transformation efforts. Upon arrival, it became clear that significant process improvements and structural changes were necessary to stay competitive. However, the prevailing mindset was one of resistance, with management and employees adhering to the status quo. Overcoming this resistance required a strategic approach, but the empathy I brought to the table truly made a difference. Here are the steps I followed: One of the first steps I took was to build trust. I did this by establishing relationships with key stakeholders, understanding their concerns, and meeting them where they were. This approach opened the lines of communication and laid the foundation for our future work together. Crafting A Strong Vision: Together with the leadership team, we created a robust vision for what this organisation could look like in 12-24 months. We discussed the benefits of change, such as better efficacy, happier customers, and getting up in the morning with a smile. Finding Change Champions: I looked for people who deeply understood what needed change and were prepared to advocate for that change. These champions of change helped generate momentum and advocated becoming a national pilot for others in their teams. Honest Communication: Communicating openly and honestly at least weekly was essential. I maintained transparency about the process with employees, addressed their fears and pains, and celebrated our progress. Training and Supporting: I offered training so employees could quickly adjust to the new normal. This balance was to foster training, mentoring programs, and continuous coaching to help all players emerge with the required abilities necessary for succeeding in a new habitat. These efforts helped move the needle from resistance to openness over time. With these changes, people started to see the value brought and how it benefited their working day, leading them to be more active in driving change. While it was not without challenges, I am pleased with what we achieved. The organisation was set up to allow it to thrive moving forward amidst fierce competitive pressures, both through streamlined processes and structure and, as importantly, culturally. If you are encountering change resistance at your organisation, remember that it can be overcome by patience and empathy, as long as you maintain a well-thought-through strategy. What do we experience or feel about managing change in tough times? Share your thoughts in the comments! #ChangeManagement #OrganizationalChange www.rondanini.net