Send to KindleDealing With Naysayers While Implementing Change
One of the hardest parts of the change process is dealing with naysayers. No matter how logical an idea might seem to you the leader, someone will not agree and may actively work against you.
How do you deal with that?
Like so many other parts of the leadership equation, much rests on the preliminary work. There are two steps you can take to minimize the problem.
First establish an atmosphere of open communication so that all your people will know that their thoughts and opinions are welcome and appreciated. Second, don’t make all the decisions yourself but encourage a collaborative approach whenever possible.
If you’ve taken these steps, the next part of the process will be easier. When the necessary change is introduced and the naysayers emerge, listen to them. Encourage them to express their concerns. You’ve already established that atmosphere of open communication so they know you are truly interesting in their opinions.
If possible, incorporate their ideas into the change process. If that isn’t possible, at least acknowledge their concerns and ask that the team keep those concerns in mind.
Of course, not everyone will be happy and there will be those who you just can’t turn into an advocate for the actions you must take. With this approach though, you’ll encounter much less resistance and more success.
