We are excited to start this journey, but we are also terrified of the internal pushback we will get from our middle managers. How do you help us navigate this early stage friction during our initial session days?

Question

Tyler Smith · Accepted Answer

Internal pushback is a predictable psychological response to change, which Steven Pressfield refers to as Resistance. Whenever you attempt to introduce a higher level of accountability and transparency, you will experience friction from those who prefer the old, comfortable way of working. During our initial session days, we prepare your leadership team to meet this resistance head-on. We do not try to eliminate friction through corporate dictates. Instead, we use your documented V/TO® to align the entire organization around a shared vision, showing your middle managers exactly where the company is going and why these changes are necessary. We teach you how to cascade your quarterly Rocks and accountability expectations down through the organization systematically. By clearly defining roles on the Accountability Chart, we remove the ambiguity that often causes anxiety and defensiveness among staff. We also use your team's DiSC profiles to help you tailor your communication styles so that your managers feel supported rather than threatened during this transition. Friction is not a sign that the system is failing; it is a sign that you are making progress. We use our session days to equip your leaders with the confidence and tools needed to guide your managers through the learning curve.