Navigating resistance from senior leadership requires strategic communication & a collaborative approach. Begin by 1. Understanding their concerns- are they rooted in tradition, risk aversion, or perceived inefficiencies? 2. Present data-driven insights to show how modern messaging improves engagement and aligns with the goals. 3. Share examples of successful case studies from similar organizations to build credibility. 4. Frame the change as an enhancement, not a disruption, emphasizing its alignment with leadership values and vision. 5. Involve them early, inviting feedback to create ownership. 6. Use pilot programs to showcase quick wins, gradually earning their confidence while fostering a culture of trust and adaptability.

Most leaders are not trained communicators so it can be challenging for them to see the case for internal messaging across channels. Start the conversation with the objective you are trying to achieve, use data points to prove the value from past campaigns, and try to understand resistance by listening, you can tune your plan based upon this and come to a place where your internal communications plans have leadership buy in.

I focus on clarity and empathy. I make sure everyone understands the why behind decisions and create spaces for open dialogue. When people feel heard, resistance often turns into collaboration.

📌 Set Up Email Filters and Rules: Email platforms like Gmail and Outlook offer robust filtering and labeling options. Create rules to sort your emails automatically into categories like, Urgent/Action Required, from key contacts such as superiors, clients, or specific projects. 📌Create a Daily Email Routine Develop a structured schedule to check emails. For eg; Morning: for urgent emails and map out your priorities for the day. Midday: for updates or time-sensitive messages. End of Day: non-critical emails and prepare for tomorrow. 📌Focus on Subject Lines In lengthy email chains, the subject line often holds the key to determining the email’s relevance. As a receiver, quickly skim subject lines to identify high-priority messages

When executive leadership pushes back on internal messaging changes, I respond with a strategic dose of empathy combined with data-driven insight. I try to understand what's driving their concerns-alignment with the brand's voice, consistency, and/or past challenges-and listen carefully to align my approach with their priorities. I follow this with a clear rationale for the changes, supported with metrics, audience feedback, or case studies that show the potential impact. At other times, it is sufficient to show them small, low-risk pilots that build their confidence in the new direction. I make sure there is follow-through on communication, bringing leadership into the process so that they feel listened to and bought in.

These are great strategies for addressing leadership resistance. Another critical perspective is to align changes with leadership priorities—tie the messaging improvements to their strategic goals, such as boosting employee engagement or driving operational efficiency. Additionally, create small wins early by piloting changes in specific teams or departments. Demonstrating success on a smaller scale can help overcome skepticism and build confidence in broader adoption. Ultimately, fostering trust and showing how changes align with the bigger picture can turn resistance into support

Be understanding. Be passionate. Be real. Then… -Provide ALL the data proving why you should change. -Set some projections based on your findings. -Prove the benefits outweigh the harm.

dentify their concerns: Are they worried about disrupting established norms, diluting the message, or losing control? Understanding their hesitations is key to addressing them effectively. Acknowledge their experience: Show respect for their insights and the existing messaging framework before proposing changes. Tie to strategic objectives: Position the change as a means to enhance employee engagement, improve clarity, or align better with the company’s mission and values. Highlight business impact: Use metrics or case studies to show how improved internal messaging drives productivity, morale, or retention.

Understand the Root Cause: Find out their innermost fears be it efficiency, etc. Addressing these concerns builds trust and demonstrates empathy. 2. Present Data and Evidence Use metrics, surveys, or industry examples to show how the proposed changes can improve engagement, productivity, or alignment with company goals. 3. Start Small Propose a pilot project or a phased approach to test new messaging strategies. Demonstrate success with measurable results before scaling up.