Overcoming Resistance to Technological Change
From training and transparency winning over skeptics to resisting AI to preserve authentic content, twelve seasoned professionals, including CEOs and directors, share their successful strategies for overcoming resistance to technological change. These leaders offer a wealth of examples and insights into facilitating smooth tech adoption within their organizations. Discover how they’ve navigated the challenges and fostered an environment that embraces innovation.
- Training and Transparency Win Over Skeptics
- Demonstrating CRM Benefits in Action
- Collaborative Spaces Ease Tech Transitions
- Specialist Training Enhances Productivity
- Inclusivity and Iteration Foster Tech Adoption
- Early Buy-In Creates Technology Champions
- Valued Voices Reduce Change Resistance
- Structured Sessions Reveal Tech Advantages
- Compensation Tied to Tech Proficiency
- Gradual Rollout Eases Tech Updates
- Champion Networks Encourage Tech Embrace
- Resisting AI to Preserve Authentic Content
Training and Transparency Win Over Skeptics
One example that comes to mind is when we implemented new technologies for the production of monospecific rabbit recombinant monoclonal antibodies. The resistance mainly arose from the team’s comfort with existing methods and their uncertainty about the new protocols.
We addressed this by combining training with transparency. We organized workshops demonstrating the effectiveness and reliability of the new technologies and shared data from trials, showing the improved specificity and efficiency.
Over time, the increased productivity and the superior quality of the antibodies we were able to manufacture with this new technology made the difference obvious. Change is often met with resistance, but clear communication, education, and demonstration of advantages can help in smooth adoption.
Dr. Atul Tandon, Ph.D.
Founder and President, NeoBiotechnologies
Demonstrating CRM Benefits in Action
Managing resistance to technology requires clear communication and hands-on uptake. A key strategy employed was “show, don’t tell.” When introducing a new CRM system, instead of just training sessions, real-time demonstrations were integrated into daily routines.
This approach showed the team the immediate benefits and practical applications of the technology in their work. By actively engaging them in the process—and addressing concerns as they arose—apprehension was negated and the tangible advantages demonstrated. Actually showing how it makes their work easier and more efficient. A hands-on, transparent approach helps smooth the adoption.
Teresha Aird
Chief Marketing Officer and HR Lead, Offices.net
Collaborative Spaces Ease Tech Transitions
In steering my team through tech changes, promoting collaboration proved to be a winning strategy. Rather than dictating change, we created a collective space for ideas. Our “Tech Tea Time” sessions were informal gatherings where concerns were freely voiced. This human touch led to a 30% increase in staff engagement with the new system.
For instance, during a session, an apprehensive team member suggested bite-sized training modules, making the transition smoother. It’s not about imposing tech; it’s about making everyone part of the journey. This grassroots approach cultivates a culture where tech shifts become team-driven, ensuring that every member feels heard and valued.
Joe Li
Managing Director, CheckYa
Specialist Training Enhances Productivity
The best way to resolve concerns over technological progress is to show the employees just how much more productive they can be if implemented properly. Our winning strategy was to hire a specialist who trained our staff in the use of the new tool, explaining its ins and outs, and how its pros outweigh any perceived cons.
Simply showing our employees the productivity and efficiency improvements in practice was a huge boon, and it also made it clear how their jobs could now even be easier!
Shaun Gozo-Hill
Director, 2Game
Inclusivity and Iteration Foster Tech Adoption
Overcoming resistance to tech change requires a blend of transparency and inclusivity. For instance, during the implementation of a new cloud-based system, cross-departmental task forces, inclusive of skeptics and enthusiasts, were formed. These groups collaborated to identify pain points and tailor the technology to address specific needs.
Through continuous feedback loops, the system was iteratively improved, demonstrating responsiveness to concerns. Simultaneously, personal wins were highlighted, showcasing how the technology eased daily tasks. This inclusive and iterative approach empowered employees, fostering a sense of ownership in the change process and driving successful adoption across the organization.
Al Lijee
CEO, myWindshield
Early Buy-In Creates Technology Champions
Managing change is a core aspect of our work at the marketing agency, and this extends to internal technological change projects. We gain buy-in early on by soliciting everyone’s input and ensuring key team members feel a sense of ownership over the project. This turns them into champions who can communicate the benefits to the rest of the team.
We incorporate live training, recordings, and “how-to” guides into the onboarding process. A timeline is also crucial—we allocate enough time for people to adapt, but not so much that the urgency of the change is lost. This approach was key in our recent transition from ClickUp to a custom-built project management system in Notion, which we’ve named “Ada” after Ada Lovelace, the first computer scientist. The result is that everyone is now using Ada effectively.
Matthew Stibbe
CEO, Articulate Marketing
Valued Voices Reduce Change Resistance
By involving employees in the decision-making process, it helps them feel valued and heard, reducing resistance to change. Whether it’s allowing them to provide input on selecting new technology or on smaller things, it makes the rollout process much easier.
Albert Atkins
Director of Sales and Marketing, SERVPRO of Barberton/Norton
Structured Sessions Reveal Tech Advantages
Within our organization, when confronted with resistance to tech change, we anticipated potential areas of pushback when implementing new project management systems and addressed this resistance by highlighting the benefits to individuals while identifying motivation enablers.
Before the system’s launch, we conducted structured sessions with teams to explain the “why, what, and how” of the PrMS, emphasizing its tangible advantages through a detailed cost-benefit analysis and ROI demonstration. Moreover, we didn’t shy away from discussing the challenges users might face and provided them with tools to address these obstacles at their level. Additionally, we ensured a dedicated support team was available to assist in the smooth operation of the system, reassuring teams that help was readily accessible.
This focus on outlining the reasons behind the change and its benefits in managing project efforts and man-hours proved effective for us in overcoming this tech resistance.
Shruti Nayak
Principal Associate and Head – Client Success Management, NamanHR
Compensation Tied to Tech Proficiency
I tied compensation to reviews. We had this experience when I was abroad in China. Some of my staff didn’t want to follow the systems and processes. The wake-up call came when their team members wouldn’t be at work one day, and there was no way we could help them, or we purposely wouldn’t help them. Then, they realized the importance of having systems, processes, and manuals.
What I did was tell HR all the tasks that the staff had to know, and if they mastered all the tasks, they would get a raise. So, they had an incentive to make sure that everything was properly documented. Every task that we had on there was something that needed to be documented. If not, it wouldn’t be valued in the company.
Derek Capo
COO, Starquix.com
Gradual Rollout Eases Tech Updates
It’s inevitable that you’re going to have people who are less than thrilled to switch to new technology. People are not often keen to keep updating their tech unless tech is their hobby. Otherwise, good luck getting your guys who are 50+ to gleefully start using new software when they’ve been using the same thing for 20 years.
The way I mitigated this issue was by rolling stuff out gradually. Introducing the new thing overnight and expecting people to hop on is silly and doesn’t even work with young people, let alone the older generations. I’m not a spring chicken myself, and I can relate to just wanting to be left alone to use what I’m comfortable with, but we can’t do that if we want to remain contenders on the market.
As long as you take it slow and give the older guys a chance to get used to the idea and show them the ropes, they’ll be less resistant to the idea. Take it from me; I’ve been both the stubborn guy and the guy who’s had to convince the stubborn guys.
Rick Berres
Owner, Honey-Doers
Champion Networks Encourage Tech Embrace
To manage resistance to technological change, establish a network of champions within the organization. These champions serve as mentors, provide ongoing support, and share their positive experiences.
By creating a support network, employees feel more encouraged and empowered to embrace the new technology, leading to smoother adoption. For example, at my previous organization, we appointed tech-savvy employees as technology ambassadors. They organized regular workshops, offered one-on-one coaching, and provided assistance whenever needed.
This increased confidence and reduced resistance, as employees had readily accessible support during the transition.
Roy Lau
Co-Founder, 28 Mortgage
Resisting AI to Preserve Authentic Content
I’ve resisted the push of adopting AI for everything. AI has a lot of potential, and it is a useful tool. However, it’s also a huge buzzword that many people don’t understand.
I attend a lot of marketing and e-commerce conferences, and everything is all about AI. I’m seeing competitors of ours, as well as bloggers and popular websites, using AI to create content.
Not only does AI content lack that human touch and an authentic feel, but Google has recently changed their TOS to say something regarding “content created for humans by humans,” whereas previously it didn’t say that. I have a feeling that as the web gets flooded with low-quality AI content, Google will either penalize AI content or, at the very least, heavily reward non-AI content.
Our website is all human-created content. We’ve spent years and lots of energy and resources writing all our own product descriptions, not just copying manufacturer descriptions, and it’s a big reason for our success in ranking. I don’t want to throw that away or create a big cleanup project for myself in the future by getting lazy and having AI do all our work.
John Frigo
Ecommerce Manager, Best Price Nutrition
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Greg Grzesiak is an Entrepreneur-In-Residence and Columnist at Grit Daily. As CEO of Grzesiak Growth LLC, Greg dedicates his time to helping CEOs influencers and entrepreneurs make the appearances that will grow their following in their reach globally. Over the years he has built strong partnerships with high profile educators and influencers in Youtube and traditional finance space. Greg is a University of Florida graduate with years of experience in marketing and journalism.
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