This week on The Hack Podacst Leon, Paul and Dean  

The Power of Change: A Guide to Overcoming Resistance 

As a leader, business owner, or entrepreneur, you know that change is inevitable - and often painful. You might resist or even dread making changes to your workflow or processes because, deep down, you fear the outcome won’t be successful. But what if we told you that resistance to change could provide positive opportunities for growth and success? By learning how to spot signs of resistance and find ways of dealing with it effectively, you can gain skills that will improve your organisation's overall performance in the long run. 
In this edition of the 100 x podcast, Leon, Paul, and Dean discuss overcoming resistance to change and how mastering this process can help take your company from great! 

Identify the source of resistance; what types of resistance is the team currently facing? 

It is essential to understand the different types of resistance the team may face to identify the source of resistance. Are they barriers, hurdles or gaps? Barriers refer to an external block or obstruction that prevents change from occurring that you cannot get around, such as a lack of resources or technology. Hurdles are internal factors which can create doubt and hesitation in making changes, the things you have to avoid, like fear of the unknown or a lack of belief in the success of the process. Gaps mean that something is missing that needs to be filled in before moving on. Some examples of hurdles the boys addressed included prohibition, or limiting beliefs that stop people from achieving success; inhibition, or a sense of apprehension and anxiety around a specific task; and inertia, or a lack of motivation to make the change. 
Once you have identified the type and source of resistance, it is essential to understand why it is there in the first place. This can be done by looking at risk aversion, cultural norms, financial implications, and psychological effects. 

Understand why people resist change; Are there any underlying emotions that might fuel the resistance? 

When we encounter resistance, it may be difficult to understand why people resist a change. Rather than immediately assuming the other party is being stubborn or uncooperative, it might be worthwhile to consider potential underlying emotions that could drive their behaviour. For instance, imposter syndrome can lead individuals to doubt their capabilities and decisions, creating insecurity that may manifest as resistance. Other resistance cases could stem from a lack of confidence in their ideas or fearing judgment from others if they’re wrong. Thus, we must look beyond the surface level and holistically analyse problems to understand why people resist change. 

How can we identify potential areas of disagreement with our team? 

One of the most critical skills a leader can develop is identifying potential conflicts and areas of disagreement with their team. This skill set involves studying different communication styles, acknowledging any barriers or challenges that may exist, and gaining an understanding of both the team's perspectives as well as the skills gap between them. Leaders can create an environment of collaboration and resolution by recognising conflict at its root level to ensure it does not escalate. Once these areas are determined, taking a moment to step back and refocus allows for more productive approaches to motivating team morale towards success. 

Acknowledge concerns and listen to opposing opinions. 

Being a leader means making active choices to acknowledge the concerns of your team and listening to opposing opinions. It’s essential to embrace these potential sources of resistance, as they can be viewed as opportunities for growth. Active listening is vital in understanding these concerns and your team's overall needs. Meeting our expectations with active listening will help us modify our communication style appropriately and ensure we hear our team members' perspectives. Acknowledge their opinions, take active steps to respond to them, and provides you’re creating space for their input. 

Are there any factors that could impede progress on a project? 

There are always potential factors that can impede progress on any project. It could be an unexpected increase in materials needed, challenging deadlines, or even resistance from team members. Recognising the potential roadblocks is essential to achieving success and organisational development because it allows us to plan and adjust accordingly. Identifying resistance is particularly important as we seek to create a culture of trust and collaboration with our teams; this can only be achieved through strong communication, leadership, and proper mindset training. If we prioritise these areas of improvement, we will see progress on our project in due time. 

What strategies can we use to ensure everyone’s voice is heard during change initiatives? 

Training in leadership and communication is critical to ensuring everyone can partake in change initiatives and have their voice heard. Having a team that can listen and understand different perspectives without jumping to inappropriate conclusions or becoming emotionally attached to specific ideas will allow for more fruitful conversations. The Overcoming Resistance tool is a practical training module for teams dealing with resistance to change—teaching workable strategies for noticing and managing it and training people to identify the most promising outlook when faced with an obstacle. This training system can help ensure that all team members' voices are heard so feedback and constructive criticism can be appropriately integrated into the plan. 

Create a plan for implementing change. 

Implementing change can be challenging, and to ensure a smooth transition, it's essential to have a well-structured plan in place. It's important to enlist the help of your team and provide adequate training so that everyone is on the same page. Awareness of potential resistance and communication barriers can also be beneficial, as adjusting your approach accordingly increases your chances of success. Setting goals and measuring outcomes along the way will give insight into how well your strategies are working and make tweaks as necessary. Overall, creating a carefully thought-out plan for implementing change is critical for its eventual success. 

Train your team on the importance of change. 

When embarking on any change initiative, ensuring your team is well-equipped to handle resistance is crucial. By developing their mindset and honing their communication skills, they can identify potential challenges and opportunities more effectively. Therefore, leaders must take the time to train their teams in areas such as actively listening, understanding different perspectives, responding thoughtfully and providing critical feedback - all of which are essential components of successfully navigating the change process. By doing so, the organisation can develop a shared understanding of the importance of change and equip its people with the resources they need to succeed in an ever-changing environment. 

Conclusion: Change is Never Easy 

Change is never easy, and resistance is natural and understandable. Your barriers might be someone else's Hurdles, so don’t be afraid to tap into the relationships and resources around you. 
"Change is never easy, but always possible." 
- Barack Obama. 
Identifying and communicating with your team helps leaders understand and articulate critical obstacles to overcome them and reach higher performance levels effectively. It can provide a lens for helping us identify the challenges and resistance we face daily. This is important because the type of resistance determines the action required to overcome it. Opposition can take the form of people (Who) or things (What), including buy-in, self-preservation, trust, resources, regulation/laws, process, technology, etc., but is best overcome and the outcome sustained by collaboration with others. 
Every source of resistance has an opportunity for growth, and using communication effectively can help empower individuals and teams to overcome any obstacles so that collective success is achieved. However, we can help identify resistance areas and ensure everyone’s voice is heard with the right attitude and communication strategies. We need to be aware of people’s feelings when faced with change and take the time to acknowledge their emotions. In doing so, we can create a plan for implementing change that will hopefully meet everyone's needs and benefit the team in the long run. Although there may still be disagreements about certain aspects of a project, with positive mindset training and reflective communication practices, we can make sure our team is ready for any challenges that come our way. 
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