Who Do You Trust to Challenge You?

When implementing changes, I often hear leaders' frustrations with those most resistant, who are also most frequently a small minority. The energy and time given to this group can be fruitless and I encourage leaders to be mindful of who they’re giving their attention to. The loudest and most resistant voices are hard to ignore, but are often not reflective of broader beliefs.

And then there are the people who have valid and insightful concerns which require response, possibly even adjusting plans for successful implementation. These individuals and groups can be skeptical, however their positions are rooted in realities that may not have been considered; ignoring them can have brutal consequences. 

Do you know the difference? 

Being deeply immersed in garnering understanding of a problem, which will inform a decision that ultimately leads to change, is the purview of leaders. Those decisions are the result of research, planning, meetings, discussions, measuring, etc. and most likely transpire over a significant amount of time. Once the decision is being moved to implementation, those who believe in its value and potential impact are eager to see it as a reality. There are plans to make it happen, with an array of considerations, departments and people involved, helping make the transition to ‘new’ as smooth as possible. The positive energy around a prospective change can be powerful.

However, when the official launch of the change is communicated there is frequent resistance which can create an emotional blow to those involved in the planning. I say emotional, as the frustration, perplexity, and annoyance are just a few common emotions felt by leaders when resistance is raised. Those emotions can negate an objective curiosity, and therefore prevent really listening to concerns. It’s imperative to listen and respond, and can make a tremendous difference in the speed and depth of successful implementation. 

So, how do you navigate listening to the various voices expressing concerns? How do you know when and how to hear concerns, as well as to recognize when the resistance is a fixed and uncompromising position. Is there an aligned end goal that can be agreed upon? Who is open to finding a path forward? This is a complex dynamic to navigate and once the emotional response from resistance is felt, the likelihood of maneuvering it successfully drastically diminishes. 

Various methods to engage those impacted by changes will definitely help when planning implementation. The earlier the engagement and the more comprehensive, the better. You may not be in the position to do this, given a multitude of factors, including timelines and resources. But a simple approach can still make a big difference: include a challenger within your sphere, someone who represents those valuable voices, and still desires aligned outcomes. In a respectful and close relationship you can engage in discourse, and apply a curiosity to help with understanding. It goes without saying that trust is paramount. Finding this isn’t easy, but the results can be profound. 

How can a challenging voice, someone who often disagrees with you, offers different perspectives and respectfully draws attention to your blind spots be part of your regular group of confidants? The value that someone like this can bring is more powerful than those echoing your general disposition.