How To Turn Pushback into Progress
Dealing with resistance when trying to influence others can be one of the toughest challenges you’ll face. The challenge is amplified if the resistance comes from key influencers or leaders within the organisation, as their pushback can significantly sway the opinions of others.
What can you do?
Successfully navigating this terrain means understanding the psychological and emotional aspects of resistance and then forming strategies that speak to these deeper concerns.
What happens to us when we resist something?
When we resist something, it often triggers a cascade of emotional and cognitive reactions. First and foremost, resistance is a natural human instinct aimed at protecting our sense of stability and control. It can arise from a variety of sources, such as fear of the unknown, perceived loss of autonomy, adversity to change or conflict with existing beliefs – a phenomenon known as cognitive dissonance.
Resistance can manifest in numerous ways. In the corporate environment, resistance to perceived change can often be the culprit for prickly behaviour. In these situations, it’s important to understand that accusing individuals of resisting change can further complicate matters. Such accusations not only increase frustration but also erect higher barriers against adaptation. Therefore, resistance should not be viewed as a roadblock but as a valuable signal that something requires attention, which can transform potential obstacles into opportunities for growth and improvement.
Effective strategies to overcome resistance
Here are 5 strategies you can use to turn resistance into an opportunity for growth and effective communication:
1. Participate in Active Listening
The first step in handling resistance is to listen actively. This not only validates their feelings but also provides you with valuable insights into the root cause of their resistance. By showing genuine interest in their concerns and taking the time to understand their perspective, you make them feel valued and respected, fostering a more constructive dialogue.
Follow these tips for active listening.
2. Empathise and Validate
Empathy goes a long way in breaking down barriers. By acknowledging your feelings and showing understanding, you can create a more empathetic and connected environment, leading to a more constructive dialogue.
Follow these tips to learn to empathise with others’ viewpoints.
3. Frame Objections as Opportunities
View objections not as obstacles but as opportunities for further discussion and collaboration. Use objections to clarify misunderstandings and provide additional information. Think of them as stepping stones towards a mutual agreement rather than roadblocks.
Imagine you’re in a contract negotiation with a supplier, and they raise an objection regarding the proposed delivery timeline, stating it’s too stringent. Instead of viewing this as a roadblock, see it as an opportunity to delve deeper into the concerns. You could respond by asking questions to fully understand the reasons behind their hesitation. Perhaps their current production capacity limits their ability to meet the deadlines.
By addressing these specifics, you can explore alternatives such as adjusting the timeline slightly or offering resources to help expedite their processes. This way, their objection opens the door to a collaborative solution that satisfies both parties.
4. Stay Calm and Composed
It’s crucial to maintain a calm demeanour when faced with resistance. Its composure can set the tone for the conversation and prevent it from escalating into a conflict. Deep breaths, a steady tone, and mindful listening can make a huge difference.
For example, if there is a product owner in your organisation who resists the idea of switching vendors, instead of reacting defensively, acknowledge their preference. You may need to take a step back, a deep breath, and then calmly explain the potential benefits of exploring other options. By maintaining a steady tone and actively listening to their reasoning, you create an atmosphere where mutual understanding is possible, paving the way for a sensible and well-considered decision.
5. Offer Solutions and Alternatives
When addressing objections or other resistance behaviour, provide clear and actionable solutions. Present alternatives that align with the original goal but also take into account the concerns raised. This demonstrates your flexibility and willingness to collaborate.
If this is a step too far, then start by building common ground. Identify areas of agreement and use them as the foundation for your discussion. Emphasising shared goals and values can help bridge gaps and foster a sense of partnership. This can make the other party more amenable to hearing solutions and alternatives.
Procurement People are also Change Managers
Being at the crossroads of supply chain dynamics, procurement professionals often find themselves in the role of change managers. They negotiate contracts and influence stakeholders to adopt new processes or technologies. This involves addressing objections, navigating organisational politics, and building strong alliances to drive successful outcomes.
Overcoming these common challenges is essential for procurement professionals to push forward vital changes and align their strategies with the organisation’s broader goals.
Remember, encountering resistance is simply part of the influencing process. With the right strategies, you can turn these challenges into opportunities for building stronger connections and achieving your goals.
