When you introduce to people in your organization a new way of doing things, frequently the first response from them is to come up with all the reasons why it won’t work, or why things don’t need to change. The criticism can seem harsh, unwarranted, out of the blue, and… fully expected.
Understand that this response is natural and instinctual. Our brain’s automatic response when introduced to a new idea is to reject it as a threat with the fight-or-flight response. It’s not personal, and it’s not a reflection of the change itself. The part of the brain that doesn’t think and just reacts responds before the logical part can catch up. That’s just the way it works.
My point is – don’t respond defensively to people’s objections about change. Allow people the opportunity to express their emotional reactions. Acknowledge their concerns and strive to understand them. Then address their objections without making them wrong. Use objections to build the change strategy stronger together.
What objections might you need to address?
Read more of the 99 Ways to Influence Change.