5 tips for positive group dynamics

Facing resistance to change? Here are five tips to stay calm while still building support.

After a eureka moment, you've found the solution to improve business operations. By purchasing new equipment, or introducing a different way of working. Or perhaps a reorganization is needed to prevent a financial debacle. Either way: you're going to change something in the organization.

Enthusiastic, or, with a less pleasant message, with that familiar sense of dread, you present your plan to your colleagues. And then you get blasted. Serious pushback, sometimes even from an unexpected corner. Oof. Now what?

We'll help you get started with a few tips:

1. Stay calm

Realize that most people are creatures of habit. When a change comes along, the majority of colleagues simply aren't jumping for joy. Not even when the added value is crystal clear to an outsider.

If you get pushback, don't take it too personally and stay calm. Don't get defensive right away and hold back your arguments. Do keep your ears open. It may well be that meaningful things are being said.

2. Acknowledge feelings

Name what you notice and show understanding for the emotions that are present. Did people not see the news coming, and do colleagues feel ambushed? Then acknowledge that it would have been better to involve them earlier when the plans were being made. A heartfelt “sorry” can go a long way toward easing the tension.

Did people know about the plans in time, but there's still friction because not all wishes could be met? Listen patiently. Show that you understand why someone is annoyed, but stick to your story as much as possible.

3. Ask questions

Don't bombard colleagues with all sorts of counterarguments and details. You'll very likely end up in a back-and-forth that gets nobody anywhere.

You gain more by asking the right questions. It shows interest, and it also gives you a clearer picture of what exactly is wrong. Is it fear or uncertainty, or are there justified reasons for the resistance?

4. Talk one-on-one

Tempers can rise quickly in a group. There's a danger that only the loudest voices get heard, while people with sensible ideas or questions get drowned out. So explicitly invite people who feel the need to talk with you individually at a later time.

This has several benefits. It shows your goodwill, after which the unrest in the group will probably subside a bit. It also creates a calm moment to hear ideas and arguments one-on-one.

Extra tip: do you know in advance that a change will meet resistance? Then plan ahead, and block off enough time in your calendar for follow-up conversations.

5. Bring people along

Keep everyone well informed about what comes next. Indicate which steps will be taken, and when. Provide regular interim updates that reach everyone involved at the same time.

Do you gain new insights along the way, or are there other changes? Don't forget to share them with your colleagues. Ask for their opinions and ideas as well. That way, you make sure people are brought along in the developments. That prevents a lot of resistance in the future.

Building support can also be done online
If you want to build goodwill for your plans, don't forget to take advantage of the wonders of technology. You can perfectly host training for new workflows on a knowledge platform. Newsletters no longer need to be distributed by post or email: the intranet is a fantastic medium. Scheduling appointments, dropping a question, complaint, or idea, or conducting a satisfaction survey can all be done online just as well.