How to Lead Change Without Losing the Floor

Managing change in a workshop that’s proud of how it works

Most people don’t love change. Especially when the current way of doing things mostly works.

In a workshop, habits run deep. Tools, workflows, spreadsheets – they’ve often been used for years. So when a change comes along, even a smart and necessary one, it’s common to hit resistance.

But if your business is growing, your systems need to grow too. And that means learning how to lead change without losing the trust of the people doing the work.

This is how you do that.

1. Start With Why (and Be Honest About It)

People don’t resist change because they’re lazy. They resist it because they don’t understand the benefit – or worse, they think it’s just change for change’s sake.

Explain the why, clearly:

• “This is slowing us down.”
  
  
• “We’re losing visibility.”
  
  
• “We’ve outgrown this tool, process, or system.”
  
  
• “If we want to take on more work, this won’t cut it.”
  
  

Show them how the change solves a real problem. Not just for you, but for them.

2. Don’t Just Drop It From the Top

Top-down change might be fast, but it’s rarely sticky.

Bring people in early. Ask questions like:

• What frustrates you about how we do this now?
  
  
• Where do you waste the most time?
  
  
• If we could make one thing easier, what should it be?
  
  

If your team helps shape the solution, they’ll be much more likely to get behind it.

3. Find Your Champions

Not everyone will get on board at the same pace. That’s okay. Focus on the ones who do see the value early and let them help lead the charge.

Every workshop has its unofficial leaders – the ones others watch and follow. Get them involved, train them first, and give them ownership. When they’re confident in the change, their attitude will do more to bring others along than any policy or training session.

Let them speak up. Let them show others how it works. Let them be the proof that this isn’t just another new thing.

4. Expect Pushback (It’s Normal)

When someone pushes back, it doesn’t mean they’re against the business. It means they’re unsure, uncomfortable, or unconvinced.

That’s okay.

Pushback gives you valuable insight into what people are worried about and how to help them through it.

Change that matters is rarely met with silence. If it’s too easy, chances are it won’t stick.

5. Don’t Try to Change Everything at Once

Change fatigue is real – especially in fast-moving shops.

Start small. Focus on one process, one tool, one win. Nail it, then move on to the next.

• Introduce job tracking before changing how you quote.
  
  
• Digitise one checklist before trying to automate the whole workshop.
  
  
• Trial a system with one team before rolling it out across the floor.
  
  

Momentum is built one clear win at a time.

6. Be Patient, But Don’t Stall

Change takes time. But that doesn’t mean waiting forever.

Set a pace. Give people the support they need. But don’t let “we’re not ready” become an excuse that drags on for months.

• Give people time to adjust, not time to avoid.
  
  
• Give feedback regularly. Check what’s working and what’s not.
  
  
• Set a go-live date, and hold to it.
  
  

7. Celebrate the Shift

When the new way works, say it out loud. Show the result. Recognise the effort.

• “This used to take us 3 hours. Now it’s done in 30 minutes.”
  
  
• “We used to lose jobs in the shuffle. Now we know where everything is.”
  
  
• “We can quote more jobs now because we’re not bogged down.”
  
  

Positive reinforcement isn’t fluff. It’s fuel.

Final Word

Most teams don’t resist change because they want to be difficult.

They resist it because they’ve been burned before or they don’t see what’s in it for them.

Good leaders don’t force change. They manage it.

They explain the why, support the how, and stay steady through the transition.

Because change isn’t the enemy. Staying stuck is.