Tag Managing 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

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.

Forward to Normal

Steve Keating 4 Comments

I sure have heard from lots of people who are waiting and hoping for things to get back to normal.

While I understand that sentiment there are two mistakes being made when we express it.

The first mistake is waiting. DON’T wait! If you’re waiting for what was normal to return I’m afraid you’re going to have a heck of a long wait. Some people and organizations will emerge from the current situation with the potential to be more successful than they were before. They are not going to create that success by waiting.

They are actively evaluating the events swirling around them to determine what they can control and exactly how they can control it. The key word in the previous sentence is “actively.” They are not ruminating over what is. They are creating what will be whenever “what is” is over.

Don’t wait, begin this very moment to determine your exit strategy from this pandemic. Determine what you do right now. Determine what you’ll do when the world reopens for business and how you will maintain that momentum when things start to feel a little more normal.

Speaking of normal…why would anyone want to go “back” to normal? You will not find your future success behind you. It is simply a waste of time and effort hoping for normal to return. It’s not coming back!

I have no better idea than anyone else what “normal” is going to look like a year from now. But I’d bet your next paycheck that it is not going to look like last year’s normal.

Instead of hoping to get “back to normal” you need to be looking forward to normal.

Normal will be different than normal used to be. We can’t fully go back to what was and that’s okay. Abraham Lincoln said “The best way to predict your future is to create it.” We have an incredible opportunity right now to create the next bit of our future. Don’t let that opportunity pass you by!

I know we all love normal. I’m not a bigger fan of change than anyone else but this much I know for sure….things are going to change. They only question we have to answer is this: Is change going to happen to you or is change going to happen because of you?

If I have to be on the change bus I’d much rather be driving. There are plenty of steering wheels to go around, will you join me in determining the future direction on your life?