Your team is pushing back on program updates to executives. How can you address their resistance effectively?

"Executives are the biggest roadblock to success." As a program consultant, I've seen it time and again. But, instead of fighting it, let's work with them. Here's how I use 5 tips to overcome. 1. Understand their fears: What's driving their resistance? Address those concerns head-on. 2. Speak their language: Use data and metrics to demonstrate the value of updates. 3. Involve them in the process: Make them part of the solution, not just a roadblock. 4. Show the bigger picture: How updates align with company goals and vision. 5. Offer support: Provide resources and guidance to ease the transition. Let's turn resistance into momentum.

Start by listening to your team to understand their specific concerns about the program updates. Often, resistance stems from fear of change, uncertainty about the impact, or perceived challenges in implementation. Understanding their perspective enables you to address their concerns effectively.

Communication is key. And too many people suck at communicating. To me there are three main aspects of communication: 1) Knowing your audience 2) Catering your message 3) Ensuring the message intended is the message received Then and only then can you even approach the understanding of people's concerns. Overcoming resistance starts with people feeling heard. Followed by the demonstration that you understand where they're coming from (slightly above and beyond "feeling heard"). And finishing with transparency, clarity, and realistic conclusions. Not everyone can get their way. BUT if you show you understand, gain consensus on what "success" looks like, and bridge the gap between what can be done... Resistance if futile.

Here are a few ways to do this - 1. Listen Actively: Understand team concerns and reasons behind their resistance. 2. Communicate Purpose: Clearly articulate the benefits and importance of the program updates. 3. Address Specific Concerns: Acknowledge and address each objection or issue raised by team members. 4. Collaborate on Solutions: Involve the team in brainstorming and decision-making processes. 5. Provide Resources: Offer support, training, or additional information to address knowledge gaps or uncertainties. 6. Monitor and Adapt: Continuously assess progress and adjust communication and strategies as needed to build consensus and alignment.

Actively listen to your team’s feedback to identify specific issues causing resistance. Conduct one-on-one discussions or use surveys to gather insights. Show empathy and validate their feelings to build trust and understanding. Knowing the root of their concerns is crucial to addressing them effectively. This approach helps in identifying any underlying issues, such as fear of change, lack of understanding, or resource constraints, which can then be strategically addressed.

I always focus on value. Value can be a three way street. There is your value, the sponsor's value, and the rest of the stakeholder's value (different for each group). In order influence any stakeholder you must leverage the value they see and if they don't see it, help them to do so. If there is no value to them they will not engage (and may disrupt). One of the best ways to help people see value is to build a bridge from the strategic to the tactical. Everyone falls somewhere on that spectrum. When you connect the dots for everyone, you will be able to leverage the benefits that each stakeholder has to offer to the success of the program at hand. It is simple but it is not easy.

Clearly communicate the value and importance of the program updates to both the team and the executives. Help your team understand how these updates align with strategic goals, benefit the organization, and contribute to long-term success. When team members see the bigger picture and how their efforts fit into it, they are more likely to support the updates.

↳ Understand the concerns: Identify key issues and address executives' worries. ↳ Articulate value: Demonstrate how updates inform strategic decisions, aligning with the program's progress. ↳ Highlight importance: Emphasise the role of updates in showcasing team efforts and achievements. ↳ Shift perception: Transform the view of updates from a chore to a valuable opportunity for recognition and alignment.

Clearly explain the purpose of the updates and highlight the benefits to both the team and the organization. Use data and success stories to support your points. Address any misconceptions or misinformation to ensure everyone understands the value these updates bring. Effective communication should also emphasize how these updates align with the team’s goals and the organization's strategic vision, thereby making the value proposition compelling and relevant to their day-to-day work.

Addressing resistance effectively involves communicating the value of program updates. Highlighting the benefits, improvements, and positive impacts these changes can bring to the team and the organization can help alleviate concerns. This strategy can foster understanding and acceptance, paving the way for successful implementation.

Everyone has strengths, weaknesses, and interests/aspirations. As a program manager you need to assess what these are for each member of your team and the other stakeholders (up to and including the sponsor(s)). Sometimes it is a challenging conversation to have if someone is not very aware of their 3. Inclusion starts with knowing these three things and then appropriately bringing in team members to either play to their strengths, counter their weaknesses, and/or move toward the realization of their aspirations. This results in a stronger message, a more united team, and better engaged workforce.

Involve relevant stakeholders, including your team members, in the decision-making process surrounding the program updates. Seek their input, incorporate their feedback where feasible, and involve them in discussions about the rationale and goals of the updates. This involvement increases their sense of ownership and commitment.

To address resistance effectively during program updates, involve stakeholders early. Clear communication and active listening are crucial. Training programs can help employees adapt, fostering understanding and ownership of the change. Empathy and individual attention demonstrate value for their opinions

↳ Involvement is key: Engage the team in preparing updates by assigning roles matching their strengths. ↳ Distribute workload: Sharing tasks not only lightens the load but also fosters team collaboration. ↳ Foster ownership: Inclusive involvement instills a sense of responsibility over the information. ↳ Boost engagement: Active participation enhances support for the communication process and pride in the results.

Engage key stakeholders early in the process and create a feedback loop for continuous input. Facilitate workshops or focus groups to ensure diverse perspectives are represented. This builds a sense of ownership and collaboration, reducing resistance. Including team members in the decision-making process helps them feel valued and heard, which can significantly lower resistance and foster a more cooperative environment for implementing changes.

Offer support to your team as they adapt to the changes brought by the program updates. This could include additional training, resources, or guidance to help them understand new processes or requirements. Address any concerns they have about their roles or workload resulting from the updates.

Offer training sessions and resources to help the team adjust to the updates. Assign mentors or champions to guide them through the changes. Ensure adequate time for transition and address any technical or resource constraints. Clear documentation and guides can also be helpful. By providing the necessary support, you can alleviate anxiety and build confidence within the team, making the transition smoother and more effective.

Support your team by offering resources and training to communicate effectively with executives. This could include workshops on presentation skills, writing executive summaries, or understanding financial reporting. Ensure they have access to the latest data and tools needed to compile accurate updates. Equipping your team with the right skills and confidence reduces anxiety and resistance related to presenting information to high-level stakeholders, fostering a more proactive and positive approach.

Establish clear protocols and processes for how program updates are communicated to executives and how feedback or concerns from the team are addressed. Clear communication channels and well-defined roles and responsibilities help minimize confusion and resistance.

Establishing a protocol helps team save on the efforts on document reinventions and help them maximise their energy on preparations. A well prepared team then secures logical decisions, which in turn boosts the confidence and helps in breaking the ice with executives. This will help in diluting the push backs and will ensure a smooth communication with the executives.

Establish clear protocols for communicating program updates to executives. Define what information is crucial, the frequency of updates, and the delivery channels. A standardized process eliminates ambiguity and sets clear expectations, making it easier for your team to comply. Document these protocols thoroughly and make them accessible. Incorporate feedback from your team to refine the process over time, ensuring it remains effective and practical.

Develop clear procedures for implementing updates. Create a structured timeline with milestones and assign specific responsibilities and roles. Use project management tools to track progress and regularly review and adjust protocols as needed to keep the team aligned. Well-defined protocols ensure that everyone knows what is expected of them, reducing ambiguity and potential resistance due to unclear directions or objectives.

Set up regular check-ins and status meetings to monitor progress. Use performance metrics to track improvements and address issues promptly. Celebrate small wins and milestones to keep the team motivated. Adjust strategies based on feedback and outcomes to maintain momentum. Continuous monitoring allows for timely interventions and adjustments, ensuring that the updates are effectively integrated and any resistance is managed proactively.

Monitor the progress of your team's efforts in communicating updates to executives. Acknowledge improvements and address any ongoing issues promptly. Regular check-ins help maintain momentum and ensure new concerns are identified and managed early. Celebrating successes, no matter how small, reinforces positive behavior and demonstrates the tangible benefits of their cooperation in keeping executives well-informed. This approach fosters a supportive environment and continuous improvement.

Consider sharing success stories where effective communication with executives led to significant program advancements or support. For example, discuss a time when transparent updates resulted in additional resources or executive buy-in for a critical initiative. Highlighting these positive outcomes can motivate your team by showing the direct impact of their efforts. Additionally, encourage a culture of open feedback where team members feel comfortable discussing challenges and suggesting improvements for the update process.

Foster a culture of continuous improvement by encouraging open and transparent communication. Be adaptable and flexible to change, and recognize and reward team contributions. Maintain a positive and supportive environment to keep the team engaged and motivated. Encouraging innovation and feedback helps in creating a resilient team that is more open to updates and changes, ensuring long-term success and alignment with organizational goals.

To effectively address team resistance to providing program updates to executives, start by understanding their concerns through open discussions. Explain the importance of these updates in aligning with organizational goals and the benefits of executive transparency. Offer support in preparing the updates, possibly through joint sessions or rehearsals, to build confidence and ease anxieties. By clarifying the value, addressing fears, and providing support, you can transform resistance into collaborative engagement.