Have you ever met resistance when implementing a new idea or policy to a team? How did you deal with it? What happened?

Obviously when you try to implement any idea then it will met with lot of resistance for the reasons 1. Unaware of the idea 2. Outcome not known to people 3. Internal company politics where peers think that by implementing any idea an individual will exceed them 4. How this idea is going to impact individuals and organization as a whole.

I handled this resistance in below mentioned way.

1. Having thorough knowledge of the idea 2. Doing proper due diligence 3. Implications positive and negative on individuals , company 4. Based on my due diligence prepared list of positive/negative impacts, weighed them 5. Analyzing near and long term benefits 6. Ultimate objectives to be achieved by implementing this idea. Finally after preparing a road map, start conversing with peers on one on one basis , making them understand then presenting this to larger group, taking their consent and finally presenting to Management of company.

Yes people are always afraid of new ideas. we can reduce the resistance by team meeting and communicating about their fears.

Hi, As soon as you think towards employee and choose the right angle usually no issues on convincing or implementing. This goes if you have a history with credibility. If quite new in the role then it requires more preparation by identifying negative ones for objections and focus on positive ones. A majority of YES prevails

It's human nature you can't avoid that, the intensity of resistance depends on the organization overall culture, organization systems, team capability & their education level, communication system etc other than that your leadership capability & style matters a lot.

It's difficult to bring it at zero level but it can be reduced to a negligible level with certain actions like proper planning, increasing knowledge / awareness about actions and final results, identification of team or key persons motivation factor, more importantly by removing the fear factor etc

Resistance to change or to new ideas has become very common in work place whether form head office or other team members , generally because people are reluctant to leave their comfort zone and explore new ideas .

 . The key to the problem is to understand the true nature of resistance. Actually, what others resist is usually not technical change but social change—the change in their human relationships that generally accompanies technical change..

Resistance is usually created because of certain blind spots and attitudes which staff specialists have as a result of their preoccupation with the technical aspects of new ideas.

 Management can take concrete steps to deal constructively with these staff attitudes. The steps include emphasizing new standards of performance for staff specialists and encouraging them to think in different ways, as well as making use of the fact that signs of resistance can serve as a practical warning signal in directing and timing technological changes.

Top executives can also make their own efforts more effective at meetings of staff and operating groups where change is being discussed. They can do this by shifting their attention from the facts of schedules, technical details, work assignments, and so forth, to what the discussion of these items indicates in regard to developing resistance and receptiveness to change.

In addition, don’t let any negative reactions make you question the change before you’ve had a chance to give it a try. Remember, resisting change is natural, and so you should see it as part of the process, not a problem with the process. Keep working towards the positive and eventually other people will get used to it and maybe even come to like it. (Of course, this is why the post-mortem is such a good idea – so you can continue to advocate for the change since you’ll be making sure down the road using data that it really is working.)

 

 

 

Obviously resistance in work places are usually seen once in a while but when you are confronted with it due to ideas or policies for a team, there are two factors to consider, 1. are you sure about your ideas and policies? 2. Would it impact a positive outcome to your team and to the benefit of the organisation you all represent? If not then your leadership is going to be questioned, such resistance are meant to strengthen your opinion and not break you. My advise would be to carefully weigh your options through a thought pattern, evaluate all options before implementing or imposing any idea / policies. When you discuss it with a collective sets of random members, you can deduce some reactions from some members before implementing it, That way you would have reasoned out some obstacles and be prepared to face the resistance without having to face much oppositions.