Your team is resistant to change in processes. How can you lead them towards innovation?

As a PM with 8 years across industries, I've encountered resistance to process changes. Here's what's worked for me: Start with "Why": Frame the change as an opportunity to improve. Use real data on pain points and potential benefits to build buy-in. Embrace Feedback: Actively solicit team input. Their insights can improve the new process and foster a sense of ownership Pilot & Celebrate: Run a small-scale pilot with a core team. Celebrate successes to demonstrate positive impact & build momentum Offer Support & Training: Provide clear training and ongoing support to address concerns & ensure a smooth transition By focusing on customer impact, co-creating solutions, & celebrating wins, I've seen hesitant teams become innovation champions

Usually when it comes to change, people are frightened by it. It is imperative you create a process funnel in which people can "filter" through in order to accept the inevitability. This can come in the form of upskilling, educational workshops, agile walkthroughs etc. It is imperative everyone is on the same boat in these situations so that they can support and lean on each other during the change phase.

Begin by empathizing with your team’s concerns and reasons for resistance. Listen actively to their perspectives to uncover underlying issues or fears.

1. Communicate the Vision 2. Involve the Team in the Process 3. Provide Training and Support 4. Lead by Example 5. Address Concerns and Reduce Fear 6. Highlight Quick Wins 7. Create a Culture of Innovation 8. Set Clear Expectations and Goals 9. Provide Incentives and Recognition 10. Be Patient and Persistent

Start by understanding the root causes of the resistance. In one of my projects, I noticed resistance to a new project management tool. I held one-on-one meetings with team members to listen to their concerns and understand their hesitations. This helped me identify common fears, such as fear of the unknown and concerns about increased workload.

Clearly articulate the vision of why innovation is necessary. Explain how it aligns with larger goals, benefits the team and organization, and addresses current challenges or future opportunities.

Clearly communicate the vision and benefits of the proposed changes. I shared a detailed plan with my team, explaining how the new processes would improve efficiency, reduce errors, and ultimately benefit everyone. By painting a clear picture of the positive outcomes, I was able to garner more support and enthusiasm for the change.

Offer relevant training and resources to equip your team with the skills and knowledge needed for innovative practices. This can include technical training, creativity workshops, or exposure to new methodologies.

This is Essential. You should be running training sessions bi-monthly. This allows you to touch base, keep the team focused, accountable and provides a refresh. If you are working agile, things change constantly, human nature (to sometimes not ask and go along with things) does not. So your job as programme/delivery lead is keep everyone focused.

Offer comprehensive training to ensure everyone feels comfortable with the new processes. During the implementation of a new software system, I organized training sessions and provided resources such as tutorials and user guides. Adequate training helps alleviate fears and builds confidence in using new tools and processes.

Foster a sense of ownership by involving team members in the innovation process. Encourage them to contribute ideas, take initiative, and lead innovation projects. This helps them feel invested in the outcome.

Empower team members by involving them in the change process. I created a task force comprising team members from different departments to lead the implementation of new processes. Giving them ownership made them feel valued and invested in the success of the change.

Establish incentives that reward innovative thinking and outcomes. These can be financial rewards, recognition, career development opportunities, or simply acknowledgment of contributions.

Introduce incentives to motivate the team to embrace the changes. In a previous project, I implemented a rewards system for achieving milestones related to the new processes. Incentives such as recognition, bonuses, or additional time off can drive motivation and acceptance of change.

"Getting to the top is easy. Staying there is most difficult" Momentum is a continued pendulum swing and the way to maintain is to always adapt to changd and innovate/iterate. Research and development has to be apart of your daily plan in order to stay with the wave in this field

Maintain momentum by continuously supporting and reinforcing the importance of innovation. Regularly revisit the vision, celebrate successes, and learn from challenges to keep the team motivated and engaged.

Keep the momentum going by celebrating small wins and continuously supporting the team. I made sure to acknowledge and celebrate early successes, which helped maintain enthusiasm and commitment. Regular check-ins and feedback sessions ensured that any issues were promptly addressed and improvements were continuously made.

Lead by Example: Demonstrate your commitment to the new processes by adopting them yourself and showing their benefits in your work.