Change management is a tricky business, especially when passive resistance or a lack of discipline creeps in at the senior level. After all, when the top of the hierarchy hesitates, it often trickles down, stalling progress and creating a ripple of doubt across the organization. But traditional methods like top-down directives or standard training sessions may not always be effective in such scenarios. To address these challenges, companies need to think outside the box. Here are some lesser-known but highly effective strategies to engage senior management during times of change, with specific examples that demonstrate their power.

1. Shadow Boards: Bridging the Generational Gap

Tip: Establish a shadow board of younger, more junior employees who can act as change ambassadors and inject fresh perspectives.

When Gucci was looking to rejuvenate its brand and culture, it formed a shadow board composed of millennial employees. The idea was to bring new voices to the table who could challenge traditional thinking and propose modern solutions. These fresh perspectives didn’t just invigorate the company’s culture but also helped senior leaders overcome passive resistance by fostering trust and openness to change. The result? A successful transformation driven by insights that the senior team alone might not have considered.

2. Reverse Mentorship: Learning from Below

Tip: Pair senior executives with younger employees or external advisors, where the senior leader is the mentee.

During a period of digital transformation, Standard Chartered Bank implemented a reverse mentorship program. Senior leaders were mentored by younger employees who guided them through digital tools, platforms, and trends. This role reversal wasn’t just about technology; it helped senior leaders embrace a culture of continuous learning, reducing passive resistance. Instead of feeling left behind, they felt empowered to lead change with a better understanding of the digital landscape.

3. Peer Accountability Circles: Foster Mutual Responsibility

Tip: Create small groups of senior leaders who meet regularly to discuss challenges, share progress, and hold each other accountable.

In a retail company undergoing a digital transformation, senior executives formed peer accountability circles. They would commit to specific actions, meet regularly to report progress, and address hurdles. This structure ensured that adopting new behaviors wasn’t a solitary struggle. Peer support made it easier for everyone to stay disciplined, while the fear of letting down colleagues drove consistent engagement.

4. Personalized Leadership Workshops: Make It Personal

Tip: Design workshops that directly align with the personal and professional goals of senior leaders.

Personal relevance can be a game-changer when trying to inspire change. For instance, Cemex tailored workshops for their senior management, emphasizing how the transformation aligned with their personal career aspirations. By framing change as a pathway to individual growth, these workshops dissolved passive resistance. Leaders began to see value in the transition, not just for the company but for their own development.

5. Ambassadors of Change: Engage the Influencers

Tip: Identify influential but resistant leaders and make them ambassadors of the change, giving them ownership over key aspects of the initiative.

A healthcare company, facing challenges during a systems upgrade, strategically chose a few skeptical senior leaders to lead parts of the transition. By giving them the responsibility to steer smaller teams and be at the forefront, the company turned passive resistance into active participation. These leaders became advocates, showcasing how change, when led well, can be smooth and effective.

6. Gamification: Encourage Healthy Competition

Tip: Gamify the change process by introducing a points system where leaders earn rewards for adopting and promoting new behaviors.

HCL Technologies cleverly used gamification during a company-wide transformation. Senior leaders earned points for attending training sessions, leading workshops, and mentoring team members. This approach played into their competitive nature, making the change initiative engaging and rewarding. Instead of being a mandated program, it became a game where everyone wanted to score high.

7. Storytelling Workshops: Craft Personal Narratives

Tip: Facilitate workshops where senior leaders can build and share their own stories around the change initiative, aligning it with their values and vision.

A manufacturing company, aiming for a sustainability-driven shift, organized storytelling workshops for senior leaders. These sessions allowed them to craft personal narratives that connected the broader change with their own aspirations. The power of these personal stories was immense—it transformed skepticism into advocacy, and passive resistance gave way to genuine enthusiasm as leaders began to see themselves as key players in a bigger, more meaningful story.

8. Silent Observers: See, Listen, Understand

Tip: Implement a program where senior leaders act as silent observers in day-to-day activities across different levels of the organization.

During a challenging CRM upgrade, a media conglomerate had senior executives observe daily routines at different departments. They didn’t participate; they just watched, listened, and understood. This program offered unfiltered insights, helping them grasp the real challenges employees faced. Seeing things firsthand shifted their perspective, and rather than resisting, they started pushing for the necessary adjustments to facilitate a smoother transition.

9. External Provocateurs: Challenge the Norms

Tip: Engage external advisors to provoke thought and challenge conventional thinking, sparking reflection without causing internal conflict.

ING brought in external provocateurs during its Agile transformation to disrupt the status quo. These external voices didn’t have the biases that internal staff might have, enabling them to challenge senior management’s assumptions and habits without triggering defensiveness. This intervention fostered a more open-minded approach, reducing resistance and making way for meaningful change.

10. Empathy Walks: Understand the Ground Realities

Tip: Arrange informal one-on-one walks where senior leaders engage with employees at different levels, allowing them to see the change from a grassroots perspective.

During a period of restructuring, a tech firm paired senior managers with frontline employees for ‘empathy walks.’ These informal interactions allowed senior leaders to understand real issues, frustrations, and ideas from those most affected by the change. This initiative broke down perceived barriers, fostered a sense of shared purpose, and transformed passive resistance into active support.

Embracing Change with Innovation

Change is rarely easy, and dealing with passive resistance at the top can be particularly frustrating. However, by applying these innovative approaches, companies can break the inertia and turn hesitant leaders into enthusiastic change champions. Whether it’s through personal connections, gamification, or fresh perspectives from reverse mentorship, the key lies in finding a method that resonates with the unique dynamics of your leadership team.

Instead of forcing change, inspire it. When senior leaders are engaged, motivated, and disciplined, they set a powerful example for the rest of the organization, paving the way for a smooth, successful transformation.