Engage them to understand the reason for their scepticism and reservation. Once you can rationally address the cause, work with the sponsor to go back to the leaders for a follow-up discussion to address their concerns and present the business case for change. Senior leadership support is crucial for the success of an organizational change, so it is important that leaders feel heard and a part of the process.

Senior leadership’s may have valid doubts about a new change initiative due to key concerns that have not been addressed effectively. These may include: • Lack of compelling rationale for change • Not reconciling with past failed change attempts • Less than rigorous change strategy or design of the change • Unconvincing plan that lacks an integrated implementation approach • Unrealistic scope or assigned resources • Insufficient business case or measurable outcomes • Perceived change risks not adequately addressed with mitigations • Lack of credibility of the leaders and team leading the change • Uninformed concerns not clarified/poor engagement These issues must be resolved specifically since generic “soft” responses often won’t suffice.

Show them what is in it for them! - How does it benefit them and the organizational goals. - Show them what happens if the change initiatives are not done. Make it visual!

Apart from having a solid foundation of supporting evidence (business analytics, contribution to business objectives, etc.), the key driver of success for the initiative is having the right sponsor from the management team. This sponsor will advocate for your project and defend it when competing priorities are discussed behind closed doors.

Identifying what leaders value and making that a central point to address in the change is essential to help them become advocates.

1 Préparez un argumentaire solide basé sur des données et des analyses de marché 2 Alignez clairement l'initiative avec les objectifs stratégiques de l'entreprise 3 Présentez un plan détaillé incluant les coûts, les risques et les bénéfices attendus 4 Proposez un projet pilote à petite échelle pour démontrer la faisabilité 5 Identifiez et mobilisez des alliés influents au sein de la direction 6 Anticipez les objections potentielles et préparez des réponses convaincantes 7 Soyez ouvert aux feedback et prêt à ajuster votre proposition si nécessaire L'essentiel est de démontrer la valeur stratégique de l'initiative tout en atténuant les inquiétudes de la direction, en restant flexible et à l'écoute.

It’s essential to address their doubts directly and effectively. Start by understanding their concerns through open dialogue; listen actively to their apprehensions about the initiative. Clearly articulate the vision, demonstrating how the change aligns with the organisation’s strategic goals. Present data and case studies highlighting the potential benefits and success stories from similar initiatives in comparable organisations. Involve them in the planning process to foster ownership. Additionally, provide a well-defined implementation plan that includes risk management strategies and measurable outcomes. Finally, engage them with regular updates, celebrating early successes to build confidence in the initiative.

O crescimento ocorre quando obrigatoriamente a mudança desperta a necessidade de aprender e a adaptar-se a novos ambientes e circunstâncias. Desafios que não se encaixam nas rotinas habituais estimulam o indivíduo a buscar novas soluções e estratégias, o que resulta em um aprimoramento contínuo em diversos campos de atuação. Abra possibilidades para mudanças...

The easiest way to gain support for any change initiative, especially from senior leadership is to show the impact it already had in small ways. Implement a part of the change and show its success. When they see the wins, they are more likely to buy into the entire plan.