How Legal Ops Managers Can Overcome Resistance to Change

When organizations implement new systems or processes, it disrupts the way employees work, which can result in resistance to the change and negatively affect any project’s success, according to an article on talentmgt.com. This resistance can have a lasting impact on operations in a legal department if it isn’t managed properly.

Team members manifesting active resistance openly show their opposition to change. They are adamant the change will not work and/or it shouldn’t apply to them or their department. Passive resistance is covert. It can put a project at risk due to a lack of transparency, hidden agendas, and absence of follow-through.

The key to implementing organizational change is a tactical resistance management plan. Change practitioners need to work with leadership to develop and implement the plan and mitigate any negative behaviors before or as they arise. These are the steps you can take:

• Conduct an assessment to uncover pockets of resistance.
• Understand who the key influencers are and what positions they hold.
• Identify areas of possible resistance with observations or surveys.
• Identify potential resistance behaviors.
• Communicate frequently about the change and allow employees to express their thoughts and feelings.
• Involve employees at all stages of the digital transformation.
• Build a coalition of change champions to act as liaisons and help mitigate resistance.

Unless resistance is managed, it can cause project delays, cost overruns, lack of productivity, poor morale, unobtained business benefits, or even shutdown of a project.