Change isn’t just hard – it’s the thing that kills most good business ideas before they ever get off the ground. Bad habits stick around in companies because getting people to do things differently feels like pushing a boulder uphill. But what if resistance to change isn’t the roadblock everyone thinks it is? What if it’s actually pointing the way forward? That’s the question that led to some surprising answers at Efficient Edge Strategies, where Eunice Torres has spent years turning organizations’ biggest headaches into their greatest strengths. Her approach? It starts with understanding why people push back in the first place.
Getting Teams on Board
Most change initiatives fail before they even get off the ground. Eunice knows this battle well. “Resistance to change can derail process improvement initiatives before they even begin,” she points out. But she’s found that strong leadership can flip the script. The key? It’s not about forcing change – it’s about bringing people along for the ride.
Here are Eunice’s three strategies to reduce resistance to change:
Strategy 1: Communicate the “Why”
The first stumbling block usually comes down to one simple question: “Why?” Eunice has learned that people need more than just orders from above. “Clearly articulate why the change is necessary and how it will benefit both the organization and employees,” she explains. When people see what’s in it for them, the whole game changes. They stop seeing change as a threat and start seeing opportunities.
Strategy 2: Engage Your Team Early
Here’s where most leaders mess up – they plan everything out and then wonder why their teams push back. Eunice takes a different approach. “Engage your team early,” she advises. “Involve team members from the start, making them active participants in the process and decisions.” It’s not just about making people feel good – it’s about getting better results.
The people doing the actual work often see things leaders miss. “Employees often have the best insights as they’re on the ground directly engaging with the work,” Eunice notes. “Their feedback is invaluable for identifying practical solutions and avoiding blind spots.” When employees feel like their voice matters, something shifts. “When employees feel valued and empowered, they are more likely to embrace change and champion its success.”
Strategy 3: Offer Continuous Support
Change isn’t a one-and-done deal. Eunice emphasizes the need for ongoing support: “Provide training resources and open communication channels throughout the transition.” Small wins matter more than you might think. “Always remember to celebrate small wins to maintain the morale and momentum,” she advises.
Eunice keeps coming back to one central point: “It’s not just about processes, it’s about building a culture that embraces innovation and growth.” When leaders put their people first, everything else falls into place. “By putting people at the center of change initiatives, leaders can ensure smoother transitions and lasting improvements.” The old way of forcing change from the top down just doesn’t cut it anymore. “Change doesn’t have to be a battle,” Eunice insists. Her approach turns potential resistance into a source of strength. When everyone has skin in the game, change stops being something that happens to people and becomes something they help create.
Success in management isn’t about avoiding resistance – it’s about working with it. Eunice has seen how the right approach can transform pushback into progress. By focusing on clear communication, early engagement and consistent support, leaders can build the kind of trust that makes real change possible.
Connect with Eunice Torres on LinkedIn and visit her website to start leading change with confidence.
