15 Strategies to Manage Resistance to Change

1.    Don’t view all resistance as negative. Sometimes people on the front lines see things leaders don’t.

2.    Remember that resistance is expected. You can’t get rid of it.

3.    Remember that people will resist “good ideas” because “good ideas” are about the company, and resistance is about how the change will impact people.

4.    Therefore, remember that “the right answer” will never be enough. Resistance is about workers’ anxiety.

5.    Be authentic. If the chance will require sacrifice, say so. Becoming a used car salesman will only make it worse.

6.    Listen. Mostly people want to know that leaders “get i.”.

7.    Create feedback loops so you can hear about resistance as soon as possible.

8.    Listen some more. Ask people what they are really worried about.

9.    Communicate and customize messaging to address people’s concerns.

10. Create a vision of where you are going. Keep the vision clear, concise, and inspiring.

11. Negotiate what you can. Often the fact that the change is happening is not negotiable, but the timing of it and the level of support are.

12. Invest in training and support so that people can be successful in new roles.

13. Hold people accountable to new standards and outcomes.

14. Communicate some more.

15. Thank people for their hard work.