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Achieving success while driving change in business practices, culture, or technology operations requires a growth mindset. Central to this mindset is the ability to embrace change and provide leadership even during uncertainty.
Understanding resistance to change
Resistance to change is a common challenge when introducing new technologies. Employees might fear the unknown, feel overwhelmed by new processes, or worry about their job security. Addressing these concerns is critical for successful adoption. Anticipating resistance allows you to be proactive in identifying and managing resistance. Don’t be surprised—be prepared. Think of resistance not as something to overcome but as something to uncover.
Strategies to manage resistance
Some strategies to manage resistance include:
- Listen and understand objections: Empathy involves actively listening to the concerns and objections of those resisting change. Understanding their perspectives and acknowledging their feelings builds trust and addresses their concerns more effectively. This approach helps to identify the root causes of resistance and find mutually acceptable solutions.
- Focus on the "what", let go of the "how": When implementing change, clearly communicate the desired outcomes (the "what") and stay flexible about the methods to achieve them (the "how"). This approach gives individuals a sense of ownership and creativity in meeting objectives and reduces resistance by involving them in the process.
- Remove barriers: Identify and eliminate obstacles that might hinder the adoption of change. These barriers could be structural, procedural, or psychological. By removing these impediments, you make it easier for individuals to embrace the change and reduce their resistance.
- Provide simple, clear choices and consequences: Offer straightforward options and clearly outline the consequences of each choice. Transparency helps individuals understand the impact of their decisions and encourages them to make informed choices that align with the desired change.
- Show benefits in a real and tangible way: Demonstrate the advantages of the change in a concrete and relatable manner. Use real-life examples, case studies, or pilot projects to illustrate the positive outcomes. When people see the tangible benefits, they're more likely to support the change.
- Make a personal appeal: Connect with individuals on a personal level by appealing to their values, aspirations, and emotions. Personal appeals can be powerful motivators, as they make the change feel more relevant and meaningful to the individuals involved.
- Convert the strongest dissenters: Identify the most vocal opponents of the change and work to convert these individuals into supporters. Address their concerns and involve them in the change process to turn them into advocates who influence others and help reduce resistance.
- Find a motivator: Discover what motivates the individuals or groups resisting the change and use these motivators to encourage acceptance. Whether it's career advancement, personal growth, or financial incentives, align the change with their motivations to help overcome resistance.
Address IT and leadership resistance with communication
The following table highlights common resistance themes faced by IT and leadership teams during Power Platform adoption, along with effective communication strategies to overcome these challenges and drive successful implementation.
| Common resistance themes | Mitigation with communication |
|---|---|
| Resistance from IT, Information Security, or Information Risk Management teams who fear data loss when everyone can be a developer | Ensure Central IT understands the security and governance foundation underpinning the Power Platform. Learn more: Microsoft Power Platform security and governance documentation. |
| Power Platform perceived as not a development tool (only for proof of concepts and demos) | Show examples of customers using Power Platform for production and mission critical solutions. Learn more: Microsoft Power Platform Stories |
| Lack of leader buy-in, senior managers potentially instructing people not to use new options | Supervisor and manager coaching is a key component to manage resistance and change management. Identify the blockers managers face in adopting new ways of working, explain the benefits for them, highlight why the change is important, and clarify their role in ensuring its success. |
| No progress in the adoption | Get a leader to support the program. |
| Code-first developers are worried about their job security if other people become developers | Share how developers can add value to low code development by creating APIs and Power Apps component framework (PCF) components. Learn more: Fusion development approach to building apps using Power Apps |
Address people resistance with communication
Navigating resistance to change can be challenging, but effective communication can make all the difference. This table identifies common resistance themes and provides practical communication strategies to address these concerns, ensuring a smoother transition and greater acceptance of Microsoft Power Platform within your organization.
| Common resistance themes | Mitigation with communication |
|---|---|
| People don’t have time | Show how Power Platform adds value and helps them save time. Create an organization-wide program that encourages employees to participate. Learn more: Find out how other organizations nurtured their citizen makers. |
| People don’t know what to build | Host show-and-tell sessions. Organize a hackathon to discover needs and problems. Share examples of apps that have been built to inspire ideas. |
| People aren't passionate, not warming up to the idea, or don’t see the value | Reward and recognize their hard work. Provide diverse opportunities and multiple ways to get involved. Showcase the value and art of the possible on specific use cases. |
| Power Platform perceived as only for developers | Show how anyone can quickly and easily create an app or a flow. |
| People are worried there isn't enough support | Include details about how the support services operate and provide supporting content. |
| People are worried there isn't sufficient training for new ways of working | Share details about training activities and link to supporting content. Work with a partner to offer hands-on training workshops internally. Attend a virtual "in a day" training. |
| People don’t like change. They don’t want to change. Period. | Ensure business sponsorship from managers and promote the benefits of working in the new way. Provide information about how people can get help (champion support, training) if needed. |
Avoid IT silos
Some antipatterns block the growth mindset in organizations that want to grow and transform. These antipatterns include micromanagement, biased thinking, and exclusionary practices. Many of these blockers are personal challenges that create personal growth opportunities for everyone. However, two common antipatterns in IT—silos and fiefdoms—require more than individual growth or maturity to address.
Learn more about addressing silos and fiefdoms.
Avoid organizational antipatterns
Many cloud organizational antipatterns apply to Power Platform adoption as well. Review cloud organizational antipatterns to understand the role of these factors in your adoption journey.
Consider how to manage resistance and avoid organizational antipatterns to help your organization adopt Power Platform successfully. Overcome resistance and create a cohesive, efficient environment by communicating the benefits, providing training, involving employees, and promoting collaboration. With the right strategies in place, Power Platform can drive innovation and productivity across the organization.