What do you do if stakeholders resist change or new ideas?
Change can be daunting, and when stakeholders resist new ideas, it's essential to understand their perspective. Start by engaging in active listening to comprehend their concerns fully. It's important to remember that resistance often stems from fear of the unknown or a sense of loss. By acknowledging their feelings and providing a safe space for discussion, you can begin to address the underlying issues. Empathy goes a long way in building trust and can help stakeholders feel heard and valued, which is the first step in overcoming resistance.
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MAHINDER SETHSenior Vice President & National Sales Head | B2B | B2C | IFA | Business Development | Strategic Planning | Fintech |…
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Poonam DhingraPMP Trained | Operations & Operational Risk Management | Compliance Monitoring | Global Leader - inspiring & leading…
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Shivangi Sharma✨Operations Manager at PRINTBRIX || 🏆 14× Linkdin Top Voice || 4M Impression || Marketing Strategic || Networking ||…
Building rapport with stakeholders is a critical step in managing resistance. Establishing a strong relationship based on mutual respect and understanding creates a foundation for effective communication. Show genuine interest in their views and experiences, and recognize their contributions to the organization. When stakeholders feel that their input is appreciated, they are more likely to be open to discussing change. Consistent and transparent communication is key to maintaining this rapport, especially during periods of transition.
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MAHINDER SETH
Senior Vice President & National Sales Head | B2B | B2C | IFA | Business Development | Strategic Planning | Fintech | NBFC | Building in 🇮🇳
Stakeholders will take their own time to understand new concepts or ideas. You can’t force your ideas on them. But at the same time be persistent in presenting your ideas at regular intervals, frequently with more facts and results.
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Poonam Dhingra
PMP Trained | Operations & Operational Risk Management | Compliance Monitoring | Global Leader - inspiring & leading diverse teams with Design Thinking via Intelligent Disobedience
If only I got a penny every time stakeholders resisted change, I'd be swimming in a sea of pennies! But jokes aside, when faced with resistance to new ideas, I believe in approaching it with a blend of empathy and patience. Conflicting priorities are common, and they can be addressed via open communication and understanding diverse perspectives. I would recommend actively involving decision-makers if necessary and realign efforts on organizational goals with an 'Enterprise First' mindset. Thru collaboration and adaptability, we can navigate through resistance and drive positive change.
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Shivangi Sharma✨
Operations Manager at PRINTBRIX || 🏆 14× Linkdin Top Voice || 4M Impression || Marketing Strategic || Networking || Education Consultant || Marketing Consultant
When stakeholders resist change or new ideas, it's crucial to approach the situation with empathy and understanding. Acknowledge their concerns and actively listen to their perspectives. Engage in open dialogue to address any misconceptions and communicate the potential benefits of the proposed changes clearly. Involving stakeholders in the decision-making process and providing opportunities for input can help foster a sense of ownership and reduce resistance. By building trust, demonstrating the value of the new ideas, and patiently addressing concerns, you can navigate resistance and facilitate smoother transitions towards positive change within the organization.
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Sirwin Baldar
My business is Developing yours! ⏩ | Helping Startups and SMBs Grow a Thriving Business | Sales Techniques | Business Development | AI | Driving Digital Transformation and Innovation
Become a bridge, not a bulldozer: Stakeholders resist change when they feel pressured. Instead of pushing your idea, focus on understanding their perspective. Ask questions like, "What are your biggest concerns about this change?" or "Can you tell me more about how this might impact your work?" Acknowledge their contributions: Let them know their past successes and experience are valued. Say something like, "Your insights on [past project] were invaluable, and I'd love to hear your thoughts on this new approach." This builds trust and opens them to considering your ideas. Focus on the "why" together: Help them see the bigger picture. Explain how the new idea aligns with shared goals and can benefit the whole team or organization.
Offering reassurance is a potent tool in your arsenal when mitigating stakeholder resistance. It's crucial to articulate the benefits of the change clearly and how it aligns with the overall vision and goals of the organization. Ensure that stakeholders understand they are supported throughout the transition with the necessary resources and training. Addressing specific concerns and demonstrating how the change will positively impact them can alleviate fears and build confidence in the new direction.
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Sirwin Baldar
My business is Developing yours! ⏩ | Helping Startups and SMBs Grow a Thriving Business | Sales Techniques | Business Development | AI | Driving Digital Transformation and Innovation
Reassurance through clear benefits: Outline the clear advantages of the change. Explain how it solves a current problem or creates a better future state. Use specific examples and data when possible. Alignment with the bigger picture: Connect the dots! Show how the new idea supports the organization's goals. Say something like, "This change aligns perfectly with our strategic vision of [vision statement]." Support throughout the journey: Let them know they're not alone. Assure them of the resources and training available to help them navigate the change. Offer one-on-one support or group workshops. Address specific concerns: Don't shy away from difficult questions. Listen actively to their worries and address them directly.
Involvement is the cornerstone of buy-in. When stakeholders are actively engaged in the change process, they are more likely to support and advocate for new ideas. Encourage their participation in planning and decision-making, which not only taps into their expertise but also gives them a sense of ownership. This collaborative approach can transform resistance into enthusiasm, as stakeholders become co-creators of the change rather than mere recipients.
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Nidhi Lahoti
Talent Maestro| Painting HR Canvases with Creativity|
When stakeholders resist change or new ideas, building rapport is crucial for creating a conducive environment where open communication, trust & collaboration can thrive. Take time to understand the stakeholders' perspective & reasons for resisting the change or new idea. Listen actively & empathetically to their concerns, fears & objections without judgment. Provide context & background info to help them understand the need for change and the strategic objectives driving the proposed initiative. Share relevant data, insights & examples to support your arguments & build credibility. Seek their participation in planning & implementation activities. Empower them to contribute ideas, solutions, and alternative perspectives.
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Sirwin Baldar
My business is Developing yours! ⏩ | Helping Startups and SMBs Grow a Thriving Business | Sales Techniques | Business Development | AI | Driving Digital Transformation and Innovation
Involve them, don't just inform them: Don't just announce the change, invite their input. Brainstorm solutions together and ask for their feedback on different approaches. This taps into their expertise and makes them feel valued. From resistance to ownership: By including them in the decision-making process, you turn resistance into buy-in. When they feel like they helped create the change, they're more likely to champion it to others.
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Raj Hayer
♦️ TED Speaker | Board Advisor | Investor | Executive Coach | Named ‘Best CEO in the Event Management Industry’ and ‘Best Corporate Learning Culture Innovator’ | Major bookworm and self-confessed coffee advocate
Often, resistance comes because stakeholders do not believe they are being heard or their concerns are being addressed. Something that can often be addressed with 1-2-1 meetings and compassionate, active listening. Only after that can you get them involved in the solutioning that will move the project forward as well as assuage their concerns.
Providing training is an effective strategy to ease stakeholder resistance to change. It's important to equip them with the skills and knowledge needed to navigate new systems or processes confidently. Tailored training programs that address specific changes and how they affect different roles can demystify the unknown and reduce anxiety. Continuous support and opportunities for feedback during the training phase can also help stakeholders adjust more smoothly.
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Sirwin Baldar
My business is Developing yours! ⏩ | Helping Startups and SMBs Grow a Thriving Business | Sales Techniques | Business Development | AI | Driving Digital Transformation and Innovation
Training for a smooth transition: Don't throw them in the deep end! Provide tailored training programs that address the specific changes and how they impact different roles. This equips stakeholders with the skills and knowledge to navigate the new system or process confidently. By offering continuous support and opportunities for feedback during training, you ease anxieties and help them adjust more smoothly.
Monitoring progress is essential when implementing change. Regular check-ins with stakeholders allow you to gauge their adaptation to new ideas and identify any ongoing resistance. Use these opportunities to celebrate milestones and successes, reinforcing the positive aspects of the change. If there are setbacks, be prepared to listen and adapt your approach. Continuous evaluation and willingness to make adjustments demonstrate your commitment to a successful transition.
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Sirwin Baldar
My business is Developing yours! ⏩ | Helping Startups and SMBs Grow a Thriving Business | Sales Techniques | Business Development | AI | Driving Digital Transformation and Innovation
Check-in and celebrate wins: Regularly connect with stakeholders to see how they're doing with the change. Celebrate milestones and successes together – this reinforces the positive impact and keeps everyone motivated. Open communication for adjustments: Be open to feedback throughout the process. If challenges arise, listen actively and be willing to adapt your approach. This shows you're committed to making the change work for everyone.
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Chanti babu Wuriti
Banking Professional
Change has several faces.Disruption and adoption of fresh line - be it organisational, technological, business/service.Change brings with it fear of unknown.The team charting the course of change must be not only innovative,it should be transparent, reassuring and communicative.
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Raj Hayer
♦️ TED Speaker | Board Advisor | Investor | Executive Coach | Named ‘Best CEO in the Event Management Industry’ and ‘Best Corporate Learning Culture Innovator’ | Major bookworm and self-confessed coffee advocate
Fear is often the barrier to progress. By taking a personal approach to address individual fear then the resistance will be exponentially reduced and the project may even be better off with more active stakeholders weighing in.
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