The Process Change Introduction
When you need to implement a new process and anticipate resistance from team members who are comfortable with the current way of working.
Opening Script
Team, I want to introduce a change to how we [specific process]. I know the current approach is familiar, and I'm not saying it's broken — but I believe [new process] will help us [specific benefit]. I want to walk you through the why, show you what it looks like, and hear your honest concerns before we roll it out.
Key Phrases to Use
- “I'm asking you to try this, not just accept it blindly.”
- “What concerns do you have that I should address?”
- “Let's pilot this for [timeframe] and evaluate together.”
- “Your feedback during the transition will shape the final version.”
Phrases to Avoid
- “The old way was wrong and this is the right way.”
- “I don't want to hear complaints — just do it.”
- “This is non-negotiable, so don't bother pushing back.”
Follow-Up Steps
- 1Create clear documentation or training materials for the new process.
- 2Designate a champion or point person for questions during the transition.
- 3Set a formal review date to assess the new process and incorporate feedback.
Emotional Awareness Tip
Resistance to process change is usually about loss of control or competence, not the process itself. People who were experts at the old way may feel like beginners at the new way, and that's uncomfortable. Acknowledge their expertise with the old process and frame the change as an addition to their toolkit, not a replacement.
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