Change within an organization is rarely easy. In most cases, change leaders will face resistance from some of those who will be impacted by the shift. However, by knowing how to address concerns, it’s possible to secure more buy-in, increasing your odds of implementing a change successfully.
Here is a look at the obstacles that can interfere with seamless change and how to handle them.
Individual Resistance
Not everyone is comfortable with change. As a result, most change leaders face a degree of resistance among a subset of those who will be impacted by the adjustment. If you encounter resistance, it’s wise to listen to the resister’s questions and concerns. Determine what they fear most about the change. Then, address those points using a fact-based approach. The goal is to find out where the person needs reassurance and to provide it in a non-judgmental, supportive way. By doing so, you can turn them from a resister to a supporter, increasing your odds of success.Lacking Top-Level Buy-In
In some cases, company leaders won’t seem openly invested in the change. When this happens, it can sow doubt among other employees. Plus, it can make it harder to get access to resources or other kinds of support. If you want to overcome this obstacle, speak with top-level leaders about the change and why it’s vital. See if you can find a champion who can help you secure buy-in from other leaders and show others in the organization that they’re excited for what’s to come and committed to the project. That way, they can help you secure more buy-in at all levels.Poor Communication
A lack of clear, consistent communication can increase the odds of failure. When people aren’t well-informed, doubt can brew. Plus, poor communication may hinder keeping everyone on the same page, leading to confusion and disjointed action. When you prepare to initiate a change, have a plan for communication. Discuss what the change is for and how it will move forward before beginning, and provide updates regularly once it’s underway. Focus on intentional and proactive approaches, setting clear expectations, communicating adjustments, and celebrating successes along the way, ensuring that everyone gets a solid picture of how the change is unfolding and what to anticipate in the days ahead.No Formal Strategy
Change isn’t something that should be left to chance. Without a formal plan, achieving success is difficult. Not everyone involved will be on the same page, increasing the amount of confusion and conflict surrounding the implementation. Ideally, all change needs to be managed with a strategic plan. By having a formal roadmap, it’s easier to keep the transition on track. Key milestones and success indicators can be outlined in advance, ensuring everyone is working toward a singular goal and can evaluate progress. Plus, it reduces the odds of scope creep, preventing the change from morphing into something unintended.Will You Need to Update Your Training to Support a New Change?
At Clarity, we have nearly 30 years of experience in L&D, giving us the knowledge and expertise to update your training to address a recent or upcoming change efficiently. Plus, if you’re trying to expand your internal L&D team, Clarity can be your candidate search ally, connecting you with top talent right when you need them. If you want to partner with leading L&D professionals, Clarity Consultants is here. Contact us today.
