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unfortunately you face resistance from major department heads who think you being an outsider will and cannot solve existing problems. what are the best steps you must take to convience them to cooperate.
It is a challenge for outside consultant as well as managers to get things done by their own team!
Need for changing such resistance is to find a common ground for both of us - Common goals which are important for both parties and make them understand how working on these will help that individual in achieving what is important for him.
As an outside consultant, building a rapport is important so that team feels you are one of them. Some cases, where possible, Consultant must look at "Quick wins" possible which can build confidence of those team in the consultant for the larger goals.
The best way to get the support of the department heads is to coordinate with them before your do with the team members, and instead of sharing your vision & mission first, make sure to get their mission, and try to highlight the major challenges they are facing. Share your approach with the heads of departments, and explain what's in it for them in getting you involved, and how you will be able to add value to the overall performance of their team.
I will work on uderstanding the actual reasons beg=hind the resistance I am getting and plan how to handle it. Effictive communication with the department heads and consensus on the importance of each of us reaching his goals in order to achieve the approved company goals, should assist in eleminating any resistance or reduce its negative effect.
If I fail to achieve that in time, I will solicit support from the senior management who hired me especially that they will know more about the compant's culture. I will ask their advice regarding how to effectively handle the issue.
You have to understand that your success as a consultant depends on their participation.get senior management support and get all concerned involved.
it takes time and effort,never accuse any department or it's manager of wrong doing, never use but when they present their facts and ideas.
always seek their inputs and present yourself as the solution to their existing problems,never force your ideas on them.
when they present case a gree with them and say and instead of but.
but brings conflict and bring partnership.if they present a case say yes I agree and I think we should do such and such.....if you say no I think we should do such and such .....you are inviting more resistance.
consultant to know the work conditions and procedure by coomunicated with all company sectors .this will give you the ability to advise
It is quite obvious that I would face resistance as more or less we are not much open to change. Apart from that, being an outsider also becomes an “issue” as I don’t have that dynamics with the existing members.
So in this context, my approach would be as follows.
1. I won’t invite all staff members together, would go for batches/groups working in different departments / handing distinct functions. At the end of such meetings, would correlate the inputs and try to have an idea about the issue(s).
2. Will avoid making an impression that I am here to know the problems and solve the same – Rather my approach would be to create an impression that
a. I am here just to help them out in identifying the issue and resolve the same themselves.
b. SOLUTION VERY MUCH POSSIBLE AND WITHIN THEIR REACH.
These are some of the ways to make them take me in to confidence and once that is achieved, it should be quite smooth to proceed further. And finally, will drive their thoughts and action in the desired direction to get rid of issues instead of IMPOSING any readymade solution on them.
Resistance from the employees is inevitable while interacting as a outside consultant. I would ask the Management to send an inter office memo to all the department heads asking for their cooperation in assisting me and my team to carry out our duties. Moreover when we interact with the concerned department, we will make sure to inform the department head that we are going to help him reduce his work load and will implement his ideas where ever possible and surely inform the Management that this is the idea given by him.. This will help us to get100% support for the department head and his subordinates. Of course there will be some department which will still resist. last resort is that we will inform the management about the problems we face and they will sort out the issue for us. This will be done only in the end of our system study so that we don't need to depend on them for any future assistance.
