Conquering change resistance

Bangladesh is racing ahead towards becoming the world's ninth-largest consumer market by 2030. However, in today's hyper-dynamic world, deep change is inevitable for our educational and financial institutions as well as large conglomerates. Anticipating resistance, it is crucial to understand why people resist change and how to overcome it. Having led large-scale business transformations for three decades, I am sharing below my learning for the benefit of the upcoming business leaders.   

Restoring trust and building genuine relationships is the first step. Show genuine concern for people's well-being, listen to their concerns and actively address them. Spend time with key individuals at the forefront of change to gain their confidence.

Honouring past efforts and achievements, while moving forward together to tackle new challenges is important. Help people understand that change is a natural progression - not a rejection of their hard work.

Involving everyone, especially those affected, in the decision-making process gives them a sense of control and ownership. Address personal concerns and highlight the benefits of change. Be transparent and keep communication lines open by creating a safe space to talk and seek inputs.

Abandoning familiar routines can be challenging. Break the process into smaller steps and provide ongoing training and support. Allow sufficient time for adaptation.

Worries about increased workloads can hinder progress. Streamline tasks preferably using technology, provide extra resources and reassure everyone that their efforts will be recognised and rewarded.

Fear of not being competent to handle the change or its aftermath can be detrimental. Boost the skills of individuals with training and toolkits. Reinforce their belief in their ability to adapt and succeed.

Provide heads-up about upcoming changes, explain the reasons behind them and help individuals prepare mentally and emotionally.

Uncertainty can be demoralising. Maintain open communication, clarify understanding and expectations and keep everyone informed. Nurture enthusiasm for change by showcasing the successes of those who embrace it. To convert sceptics, seek inspiration by exposing people to environments amenable to change.

When faced with change, internal politics can arise. Counter this by focusing on a positive vision of the future like slaying the dragon and winning the princess (not only slaying the dragon). Spend time with your team, address their concerns, communicate changes clearly, build trust, and gain their confidence while keeping them focused on concrete actions to repel politics.

Highlight how this change is different from instances of past resistance or failures. Show the collective commitment of leaders via their actions rather than words and learn from the past to move forward together.

Pay attention to those feeling left out. Make time to build real connections, show respect and foster a sense of belonging.

Empower your team through autonomy and involvement in decision-making. Encourage them to find their own solutions and take ownership.

Generate excitement for change by involving employees who understand the challenges. Break down goals into achievable targets and celebrate milestones. Appreciate small wins and recognise efforts. Reward success to maintain a positive atmosphere and minimise resistance.

Ensure fairness and inclusivity. Involve everyone, clarify expectations and consistently recognise positive efforts. Foster trust through open dialogue. Be transparent and authentic, while being careful not to play favourites. Be cautious of self-serving change agents. Hold them accountable, gather peer feedback and ensure leaders lead by example.

Embracing and managing change is vital for Bangladesh's sustained success. By implementing these tactics in an integrated manner, you can overcome obstacles, conquer resistance and embrace a brighter future together.

The author is former chairman and managing director of Unilever Bangladesh Ltd