Tag Dealing with Change

Managing Resistance to Change

Steve Keating Leave a comment

I have heard there are some people who are resistant to change. I’ve even met some of them. I can’t imagine why anyone but me wouldn’t fully embrace change at every opportunity. 🙂 I know so many people who need to change, and the funny thing is, those seem to be the ones most resistant to it.

Unfortunately, I am sometimes one of those people. As much as I’m usually a big continuous improvement guy, I can also at times be a “let’s just leave well enough alone” guy. I guess I like my changes in small doses. Never-ending change is especially hard to deal with.

Because I’m mostly an average person, it’s a safe bet that many of you feel like I do. If there is a well-defined purpose or reason for a change, then I can get onboard pretty quickly. But if it appears to be change just for the sake of change, I’m going to have a problem with it. I resist, and I can be damn good at it.

If you’re in a leadership position, you need to understand that each member of your team will respond to change differently. Some, like me, won’t always respond to change the same way. Change can be very emotional at times. That’s what makes it so hard.

And yet, as a leader, you know that improvement and growth, in any area, requires change. Change that you are expected to lead your people through. Even those people who resist the change.

Implementing change when your team, or part of your team, is resistant requires a strategic approach that prioritizes communication, involvement, and support.

Here is a proven step-by-step framework to help navigate resistance and drive successful outcomes from your next change initiative.

1. Understand the Resistance

Identify the root cause: Fear of the unknown, past failures, lack of trust, or feeling undervalued.

Listen actively: Have open conversations to uncover concerns and emotions behind the resistance.

2. Communicate the “Why” Clearly

People resist change when they don’t understand it. Explain the reasons for the change and the consequences of not adapting.

Use storytelling and real-life examples to illustrate the benefits.

3. Involve the Team in the Process

Give employees a voice in how the change is implemented. This increases ownership and reduces resistance.

Encourage feedback and make adjustments when possible.

4. Lead by Example

Your team will follow your actions more than your words. Show commitment to the change by embracing it yourself.

5. Provide Support and Training

Resistance often stems from uncertainty or a lack of skills. Offer training and resources to make the transition easier.

6. Create Small Wins

Break the change into smaller, manageable steps.

Celebrate progress to build confidence and momentum.

7. Address Emotional Concerns

Change isn’t just logistical—it’s emotional. Acknowledge fears and frustrations, and reinforce the positives.

8. Build a Coalition of Supporters

Identify influential team members who support the change and leverage them to influence others.

9. Be Patient but Persistent

Change takes time. Stay consistent in your message while being flexible in your approach.

10. Reinforce the Change

Once the change is in place, reinforce it through continuous communication, incentives, and integration into daily work culture.

The vast majority of changes within an organization will come with challenges. That doesn’t mean it has to be painful. Never forget that while you are managing resistance to change, you are still leading your people.

It’s when you slip into the dead zone of trying to manage your people along with the change that the change becomes truly messy and painful. It’s during times of change that your people really need you to lead. So manage the change but lead your people!

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Leading Through Change

Steve Keating 2 Comments

I know people who claim to love change. I’m not certain I know anyone who actually does. I am certain I know lots of people who would be better off if they changed, I’m also certain I’m not one of those people. 🙂

Change is hard. One of the reasons for that is that there is always some sort of loss associated with change. Even change that we instigate. Authentic Leaders can’t remove all of the stress of change from their people. But they can make it less painful by following the steps I’ve outline below. 

  • Begin by gaining a thorough understanding of the change itself. What is the purpose behind it? What are the anticipated challenges and benefits? Analyze the impact it will have on your team, organization, and stakeholders. Fight the urge to prejudge the change, live with the idea a bit and make no decisions until you truly understand ALL the ramifications of the change. 
  • Open and transparent communication is crucial during times of change. Clearly articulate the reasons for the change, the expected outcomes, and how it will affect individuals and teams. Address any concerns or questions openly and honestly, fostering trust and understanding. Hiding the change for as long as possible, or springing the change on your people at the last minute, is counterproductive. You’ve had time to process the change in your mind, allow your people the same luxury if it’s at all possible. 
  • Paint a compelling vision of the future that the change is intended to achieve. Clearly outline the benefits and opportunities it presents for the team or organization. This vision should inspire and motivate your team, creating a sense of purpose and direction. No one follows a leader until they have some sense of where that leader is going. Share that vision early and often. 
  • Involve your team members in the change process by seeking their input, ideas, and feedback. Encourage collaboration and create opportunities for individuals to contribute to the decision-making process. This inclusiveness will help build ownership and commitment. Few people truly like change but feeling as if they had some input into the change or it’s outcomes will make it much more palatable for everyone. 
  • Recognize that change can be challenging and evoke various emotions in individuals. Show empathy and provide support to your team members throughout the transition. Offer resources, training, and coaching to help them adapt to the new situation and acquire any necessary skills.
  • Whether you realize of or not you are leading by example. So model the behavior and mindset you want to see in your team. Display optimism, resilience, and adaptability in the face of change. Be open to feedback, demonstrate flexibility, and embrace the new processes or systems yourself. This will inspire your people to do the same.
  • Understand that resistance to change is normal. Address concerns and objections proactively. Be willing to listen to different perspectives. Provide clear explanations and help individuals see the benefits of the change. Encourage open dialogue and create opportunities for people to express their concerns.
  • Continuously monitor the progress of the change initiative. Celebrate milestones and achievements along the way to maintain morale and motivation. Regularly assess the impact of the change and make adjustments as needed. Communicate updates and keep the team informed about the progress being made. The bigger the change the more communication is needed. You cannot over communicate. 
  • Amidst change, it is essential to provide stability and a sense of security for your team. Be available to address concerns and provide guidance. Establish a clear framework and expectations, providing a sense of stability during the transition period. Never, and I do mean never, hide from your team if things begin to go south. Nothing will destroy your credibility as a leader faster. 

Leading through change can be challenging even for the most seasoned leader. It requires resilience, flexibility, and the ability to inspire and motivate others. Effective and consistent communication is a must. An open mind is essential. A willingness to “change the change” when you see previously unseen obstacles is the hallmark of Authentic Leadership. It is not an admission of failure. 

Change is most effectively led from alongside your people, not so far out front that you appear immune to the change. Pitch in to make the change happen and provide the support your people need. 

That’s how you can successfully guide your team through the challenges and opportunities that change presents. In this way you make the change a positive and productive experience for everyone. 

Want more of LeadToday? I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two or three videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. Sometimes a bonus video pops up at other times during the week. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $4.99 a month. That’s for at least 80 MINUTES of quality video content on leadership a month. 

If you’re interested in taking a look, head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success. 

Here’s the link to my Twitter… https://twitter.com/leadtoday 

Leading Through Change

Steve Keating 2 Comments

This may come as a surprise to some people but change is hard for most of us. It’s also hard to explain exactly why but for those of us who struggle with change we prefer “things” to stay as they are. At least things that affect us personally. 

I for one am not completely against all change, I know lots of people who I wish would change. Change how they talk, what they think, how they look…I mean who doesn’t think the world would be a better place if everyone was exactly like me…or maybe you. 🙂

Since that’s unlikely to ever happen it would benefit all of us if we were a bit more open to change and the differences that come with it. 

Leaders drive change…or at least they should. But many leaders don’t realize how difficult change can be for their people. The leader knows it is a good idea (primarily because it’s their idea) but their people’s initial reaction is frequently one of loss. 

Leaders need to understand that the majority of people feel a sense of loss whenever change happens in their lives. Even if something better is around the corner it’s human nature to focus on the familiar thing we won’t have anymore. People who can’t let go of the familiar, even to receive something better, limit their potential for growth. 

Leaders would do well to keep that in mind and be sure they aren’t just ordering change. They need to be selling change. Especially the benefit of the change. If you’re in a leadership position and you don’t think it’s your responsibility to sell change then you may be in a leadership position but you’re not leading.

If you’re in a leadership position and you can’t think of a benefit to the change then you shouldn’t be changing. And the reason for the change should never be “because I said so.” 

Winston Churchill said, “There is nothing wrong with change, if it is in the right direction.” Changes made by an organization’s leadership team should be in the direction of the organization’s vision and mission. When it is then the change becomes much easier to sell. If it isn’t then please reread the previous paragraph. 

Authentic Leadership requires a leader to be aware of their team’s struggles with change and communicate the need for change with compassion and empathy. Anything less and the leader will potentially create followers who work to make sure the change isn’t in the right direction. 

On a another subject…I’m trying something new on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Subscribers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with Subscribers is to build a better connection, one where I can perhaps help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there.

You can find more information by clicking the Subscribe button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.

Don’t be Surprised by Surprises

Steve Keating 5 Comments

I like surprises. Well, actually I like some surprises. I like the ones where I get something out of them or when I’m able to surprise someone else with something they will enjoy. 

The surprises that pop up unexpectedly that do nothing but cause problems or force me to change my plans, I don’t like those surprises at all. But are those kinds of surprises really surprises at all? 

Stuff happens. Despite our best plans and attempts to prevent the unexpected things from happening they can still happen. That’s why successful people and experienced leaders are prepared to deal with those “things.”

The first thing I recommend doing when the unexpected happens is nothing. At least for a while. Take a breath, examine what happened as dispassionately as you can. Don’t rush into a decision or take action until you understand the implications of that decision or action. It’s possible, probably unlikely but possible, that no action is required at all.

The other advantage of pausing instead of panicking is you appear under control to those watching. They want to see how you respond to this unexpected situation. The reality is you’re not really doing nothing during this pause. You’re  gathering information, facts, options and most importantly your wits. 

You’ll want to determine if this is a temporary situation or a new permanent wrinkle. It’s seldom wise to make permanent changes because of a temporary problem. 

The second suggestion I’d offer people dealing with the unexpected is to stay positive. If you have any experience at all, in life or in business you’ve likely overcome other unexpected and unwanted situations in the past. Remind yourself of those successes because the fact is, if you’ve overcome the unexpected once you can do it again.

Finally when facing the unexpected, especially when the unexpected includes many unknowns, I encourage people to ask for help. Knowing when to ask for help and having the courage to actually ask for it is not a weakness, it is a strength. 

You may be tempted to think “handling” unexpected circumstances on your own makes you look like a leader but it may make you look like the opposite. Leaders work well with other people, lone wolves go it alone. Lone wolves make very bad leaders.

Ignoring the experience and skills of co-workers and colleagues most often makes it harder on yourself. Rule number one when dealing with the unexpected is NEVER make anything more of a challenge than it needs to be. 

The next time you’re facing the unexpected pause for a bit, remind yourself you‘ve got this and seek help and advice from others. You may just find that this surprise is a pretty good surprise after all. 

If This, Then That, If That, Then This

Steve Keating 4 Comments

The problem with making a plan is that the plan often fails. Some unforeseen “thing” happens and the whole plan falls apart.

That’s why I never make a plan. Instead, I make plans. My plans take on the look of a flow chart. It is full of one contingency after another. If this happens then I’ll do that. If that happens then I’ll do this…and on it goes. It is like having plans within your plans.

I review those plans on a regular basis and rewrite them as necessary at the beginning of each New Year. There is no better stress reducer than preparation and that has never been truer than in this particular year.

My “if this, then that” plans could never have foreseen what is happening in the world right now. But the combinations of my “if this, then that” plans do in fact account for nearly every single change and related consequences we’ve seen so far. And for me, as for many of you, some of those have been whoppers.

The whole “if this, then that” strategy comes from a single principle from a life changing book by Dale Carnegie. The title of that book is “How to Stop Worrying and Start Living.” It is far from Mr. Carnegie’s most famous work. But people who have also read his legendary “How to Win Friends and Influence People” would give the edge to what Carnegie folks call “The Worry Book.”

The principle says to “Consider the worst that can happen. Accept the worst. Try to improve upon the worst.” I don’t suppose Mr. Carnegie realized it at the time but that translates pretty well into “if that happens I’ll do this, if this happens I’ll do that.

Knowing what you’ll do in difficult circumstances offers you great peace of mind when those circumstances arrive. Making big decisions before they need to be made allows you to make much better decisions.

I guess I’m supposed to be stressed out by all that’s going on around me but I’ve reviewed every single “if this, then that” in my plans. I can’t find a single one that says “be stressed” so there is no stress to be found.

There is no stress because my wife and I are implementing plans we made 25 years ago. Frankly we are a little farther into the “if this, then that” scenarios than we would like to be but that’s fine because we are in complete control of our futures. No one else gets to decide them for us.

You can have that same authority over your life IF you make plans that contemplate every possible outcome. This type of planning takes a pretty serious investment of time but the return on that investment is peace of mind and that my friends is priceless.

I may not get to decide all of my circumstances but I have complete control over how I respond to them. You too can have complete control over the circumstances of your life if you’re willing to make the effort before you need to.

As for me, I’ll just follow my plans because I know exactly where they lead.

Sudden Change

Steve Keating 3 Comments

Change can come out of nowhere. As prepared as you think you may be for the unexpected when it arrives it’s still unexpected. But it’s vital that even in the swirl of unknowns you know this one irrefutable fact… you matter.

That means that you must embrace the unknowns and see the incredible world of opportunities before you. Even if at first glance it may look to others as if the rug has been pulled out from under you, always know that you can make the choice to use that rug as a flying carpet to your future.

All change brings with it a sense of loss. That’s perfectly normal. Grab on to that sense of loss, look at it from all directions, become good friends with it, get very very comfortable with it, and then discard it. There are just too many possibilities in the future for you to be concerned about what was in the past.

The world can be a very unfriendly place right now. So make certain that you remain kind. Kind to others of course but also kind to yourself. When sudden, unwanted change comes your way pay particular attention to how you’re talking to yourself. It is far easier to get past the hurtful things others say about you than it is to get over the hurtful things you say about yourself. So do not say them to begin with.

Be kind to yourself. Always.

Whatever you do don’t be mad at the change or the circumstances (or person) that thrust it upon you. Anger is an emotion that burns the precious energy you’ll need for whatever comes next. There is zero return on anger, it is an expensive emotion that no one can afford.

Make thoughtful decisions. Depending on the change you find yourself going through you may be tempted to make quick decisions. Quick does not mean rash. Be thoughtful in your decision making, the future is a long time so try to make your decisions for the long-term. Think things through, the better your decisions today the better all of your tomorrows will be.

Don’t blame others for the circumstances you’re in. Blaming others only slows down your transition to what will be. Change experts describe the time between what was and what will be as the transition phase of change. This is where the rubber meets the road. You will either slip into the past and risk living there or charge eagerly into the future, that choice is entirely yours.

The past presents the opportunity to wallow in a vast pity party. The future presents limitless opportunities for growth and prosperity. I would urge you to seek the future because your next success can only be found there, you’ll never find what’s next by looking behind you.

Many people won’t like to hear this but more than anything else, more than a person, more than circumstances, more then a deadly virus, it’s your past choices, good or bad, that put you in whatever situation you’re in at this very moment. It is the acceptance of that basic fact that will help you make sound choices for your future.

My Grandfather always told me that the most successful people find a way to make a good hand out of whatever cards they are dealt. Play the cards you have whether you like them or not because well, because they are the cards you have. Remember, a pair of threes can beat a pair of Aces if the person with the Aces is afraid to play them.

Now there are some of you who will say “all that’s easy for you to say.” To you I would say nope, not a single word of this is easy for me to say. I would also say listen to what I say but focus on YOU, focus on what YOU think and what YOU do. Remember how this post started…YOU matter.

Do what you need to do to take care of yourself because if you’re not taking care of yourself you can’t take care of anyone else. That reality will never change.

Don’t Run From Change

Steve Keating 2 Comments

You, like everyone else, prefers to do what you’ve done before. You, like me and everyone else, well, pretty much everyone else, likes doing what you are comfortable doing. You know what works and what the heck, why reinvent the wheel. After all, if it ain’t broke why fix it.

 

I can’t say for sure but I doubt if that “if it ain’t broke” philosophy ever really helped anyone excel. Eventually somebody comes along and breaks what’s been working fine for you. I mean what exactly was wrong with cassette tapes and VHS recorders? They worked and more importantly than that, I knew how to work them. 

 

But along comes somebody who makes them obsolete by inventing these little plastic coaster looking things that held a lot more music and video. And now those are gone too. My CD player was working  fine when I threw it out, so was my turntable for that matter.

 

What is wrong with people who can’t leave well enough alone? Well nothing is wrong with them because if not for them I’d be writing this on a typewrite. If not for them, you wouldn’t be reading it.

 

It’s normal for people to resist change. I could write pages on the psychological reasons for that but each of us has our own personal reasons for resisting change too. Those frequently trump even logical reasons for accepting the change.

 

As normal as it is to dislike and even fight change it is also often self-destructive. We fight in order to maintain control because we make the mistake of thinking that with control comes safety. 

 

If that was ever true it certainly isn’t true anymore. 

 

Consider the dilemma of the antelope. When lions hunt antelopes, the pride’s dominant male stays where he is. The female lions — the real hunters, swifter than the male — sneak around to the far side of the herd, fan out in a wide semi-circle, and lie down in the grass. The dominant male, bigger but slower, really incapable of catching the antelope by himself, takes on the job of suddenly leaping up and roaring at the antelope. He’s good at it. The antelope bolt from him — and run straight into the trap laid by the waiting females.

 

For the antelope, safety would lie in running toward the roar. Safety comes from deliberately picking out the thing that is most terrifying, and moving toward the source of the fear. No antelope has ever been known to do that. Very few people can either — but people are the only ones who can learn to deal with the change that they fear.

 

So what about you? What do you fear the most? What conversation do you dread the most? Who in your business or family do you not get along with? Who can you not bring yourself to forgive? What change have you wasted precious time and energy on fighting? 

 

Whether you know it or not, they will be your most powerful teachers of change. Moving forward, toward the fear is the safest and most productive thing you can do. 

 

I’m certain there would be more antelopes in the world if they could move toward that threatening lion. I’m sure there would be more successful people in the world if they invested their energy to seek out their difficult, scary situations so they could work through them. 

 

I feel the need to admit here that I have frequently run from the lion myself. With that admission I can also say that whenever I found the courage to run toward the lion it worked out pretty well. 


Will 2019 be the year you face your lions? Will you run at them? Run past them, over them or through them? You can do it, you absolutely can do it, the only question is… will you?