Do you see any signs of elephants?
Now perhaps this sign was simply to keep other “intelligent” mammals away, or maybe it’s a joke. Either way it IS a warning that this is a special place to be respected. Unfortunately, a sign that simply reminds visitors not to enter, or to be respectful to the space would not likely be as effective as this sign.
Too often we as collaborators, leaders, colleagues, subordinates, and even friends and family don’t learn from resistance. When someone show signs of resistance to a great idea plan or change —our reaction is to simply push our agenda further. We assume they didn’t understand our careful communicated justifications, motivations and planning.
Consider trying to promote a change with a group of just 3:
A – LOVES the change and will help
B – Understands and will do as asked
C – Resists, and does not support
How successful will this change be? On a scale of 1-10, probably a 6 or 7 depending on how critical C’s role is in the change.
The next time you receive resistance, simple try asking questions to understand. Resistors frequently can provide critical inputs to improving plans.
Some examples:
- Unanticipated risks that can be mitigated with adjustments to the plan.
- Process exceptions that had been missed.
- Customer/User expectations that were misunderstood.
- Resource impacts that were underestimated.
- Identify other priorities that may conflict with the plan.
At a minimum, taking the time to ask the resistor to explain their reaction will give them time to further understand and feel that their perspective is valued and considered. This will greatly influence them shifting from at least a detractor to a follower, and perhaps with the optimal engagement, they’ll even become a promoter of the plan!
Real Collaboration Rocks LLC 