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What strategies can be employed to overcome resistance to change during the Policy Deployment process?


This article provides a detailed response to: What strategies can be employed to overcome resistance to change during the Policy Deployment process? For a comprehensive understanding of Policy Deployment, we also include relevant case studies for further reading and links to Policy Deployment best practice resources.

TLDR To overcome resistance in Policy Deployment, engage stakeholders early, communicate the change's rationale, and provide training and support, fostering Operational Excellence and Strategic Planning.

Reading time: 4 minutes


Overcoming resistance to change during the Policy Deployment process is a critical challenge for organizations aiming to achieve Operational Excellence and Strategic Planning goals. Resistance can stem from a variety of sources, including fear of the unknown, perceived loss of control, or a belief that the change is unnecessary or will be detrimental. To navigate this complex landscape, businesses can employ a number of strategies, drawing on insights from leading consulting firms and market research organizations.

Engage Stakeholders Early and Often

One of the most effective strategies for overcoming resistance is to engage stakeholders early in the Policy Deployment process. This involves identifying all parties affected by the change, from senior leadership to front-line employees, and involving them in the planning and decision-making process. According to McKinsey, companies that engage stakeholders early are 3.5 times more likely to succeed in their change initiatives. Engagement can take many forms, including workshops, surveys, and regular update meetings. The goal is to create a sense of ownership and buy-in among stakeholders, making them more likely to support the change.

Furthermore, continuous engagement allows for the collection of feedback, which can be used to adjust the deployment strategy in real time. This agile approach to Policy Deployment recognizes that resistance often stems from legitimate concerns that can be addressed if they are understood early enough. For example, a global manufacturing company implemented a series of town hall meetings during a major policy overhaul, allowing employees to voice their concerns and suggestions. This approach not only reduced resistance but also led to improvements in the policy that had not been previously considered.

Lastly, engaging stakeholders helps to identify and leverage change champions within the organization. These are individuals who are influential among their peers and supportive of the change. By empowering these champions, organizations can create a network of support that facilitates the broader acceptance of new policies.

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Communicate the Why Behind the Change

Resistance to change is often rooted in a lack of understanding of why the change is necessary. To combat this, organizations must clearly communicate the rationale behind the policy deployment, including how it aligns with the company’s Strategic Planning and long-term goals. According to Deloitte, clear communication around the purpose of change initiatives can increase employee support by up to 55%. This communication should be tailored to different stakeholder groups, highlighting the benefits that are most relevant to each group.

Effective communication strategies include the use of storytelling, which can make the need for change more relatable and compelling. For instance, a retail company facing stiff competition from online retailers used customer stories to illustrate how changes in policy would improve customer service and competitive positioning. By making the abstract concept of policy change concrete and relatable, the company was able to significantly reduce resistance.

Moreover, communication should be two-way. Providing forums for employees to ask questions, express concerns, and offer suggestions makes them feel heard and valued, further reducing resistance. This approach also provides leadership with insights into potential obstacles to change that may not have been previously considered.

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Provide Training and Support

Another key strategy for overcoming resistance is to ensure that all employees have the skills and knowledge needed to adapt to the new policies. According to Accenture, providing adequate training and support can increase the success rate of change initiatives by up to 70%. This includes not only training on the specifics of the new policy but also on the skills needed to adapt to change more generally, such as problem-solving and flexibility.

For example, a financial services firm undergoing a Digital Transformation initiative provided extensive training on new digital tools, as well as workshops on change management principles. This comprehensive approach not only prepared employees to work within the new policy framework but also equipped them to handle future changes more effectively.

In addition to formal training programs, support can also include the provision of resources such as FAQs, help desks, and peer mentoring programs. These resources ensure that employees have ongoing support as they navigate the transition, reducing frustration and resistance.

Overcoming resistance to change during Policy Deployment is essential for achieving the desired outcomes of any change initiative. By engaging stakeholders early and often, communicating the why behind the change, and providing training and support, organizations can build the foundation for a successful transition. These strategies, backed by insights from leading consulting and market research firms, offer a roadmap for navigating the complex dynamics of organizational change.

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Best Practices in Policy Deployment

Here are best practices relevant to Policy Deployment from the Flevy Marketplace. View all our Policy Deployment materials here.

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Explore all of our best practices in: Policy Deployment

Policy Deployment Case Studies

For a practical understanding of Policy Deployment, take a look at these case studies.

Global Expansion Strategy for Cosmetic Brand in Asian Markets

Scenario: A renowned cosmetic brand facing stagnation in its traditional markets is looking to implement a hoshin kanri approach to navigate the complexities of expanding into the burgeoning Asian beauty market.

Read Full Case Study

Operational Excellence Strategy for a Boutique Hotel Chain

Scenario: A boutique hotel chain is grappling with operational inefficiencies and a declining guest satisfaction score, utilizing Hoshin Planning to address these strategic challenges.

Read Full Case Study

Ecommerce Policy Deployment Optimization Initiative

Scenario: An ecommerce firm specializing in bespoke furniture has seen a rapid expansion in market demand, leading to a 200% increase in product range and a similarly scaled growth in workforce.

Read Full Case Study

Revitalizing Hoshin Kanri for Operational Efficiency

Scenario: A global manufacturing firm has been struggling with operational inefficiencies linked to its Hoshin Kanri strategic planning process.

Read Full Case Study

Policy Deployment Optimization for Growing Electronics Manufacturer

Scenario: A fast-growing electronics manufacturing company in Asia is struggling with effective policy deployment despite having robust policy guidelines.

Read Full Case Study

Policy Deployment Enhancement in Life Sciences

Scenario: The organization is a mid-sized biotechnology company specializing in the development of novel therapeutics.

Read Full Case Study

Explore all Flevy Management Case Studies

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