Jonathan Cabeza

Jonathan Cabeza

It has been almost a year since I started working at Husqvarna Group as a Global Trainee. It has been a great experience so far. However, there is always the “not so good” because, most of the times, life isn’t perfect. That being said, I wish I could get a dollar every time I see or hear people resisting change. Change is a necessary “evil” that, if used properly, can let us maximize our potential, increase our efficiency, and let us be leaders instead of followers.

Most of my time as trainee has been spent improving processes and developing tools to make better business decisions. During this period, I have been observing, learning and testing what it takes to drive change.

True leaders have the vision to understand the benefits of change and how it pays off in the short and long run. On the other hand, people might resist change because they are familiar with doing tasks a certain way and cannot see how an additional task to be done or a completely different process can benefit them. Other individuals feel that they are already proficient with current processes and they fear that the new process may reduce their actual performance. The latter are conscious that there are better more efficient ways to do their job, but they are scared of starting on a clean slate, learning new methodologies and possibly being mediocre when it comes to using new procedures. Good news! Persuading these individuals is possible thanks to a very valuable tool called emotional intelligence.

Emotional intelligence is an immensely broad subject. Therefore, I will share with you the “dos” and “don’ts” from my perspective on how to effectively implement change using emotional intelligence that I have found useful in order to encourage others to adopt change successfully:

  1. If you are at a higher level in the corporate ladder, do not attempt to leverage power to introduce change; remain approachable when having discussions with other coworkers.
  2. Do not command what needs to be done and fail to explain the reasons why this needs to be done. It is important to inspire a shared vision to make sure that all parties involved can envision what the future could be like and how the organization, as a whole, can benefit from a given change.
  3. Do not cover up the possible challenges that your team may face to avoid opposition or rejection. Instead, clearly outline challenges and benefits associated with this new change, and provide the necessary resources and tools to increase the chances of success.
  4. You may be a very intelligent individual, but do not establish a one-way communication with coworkers because team effort can always help making something good into something great. Always ask for input from colleagues; there is always room for improvement. This will help you challenge the process.
  5. Even when your new process or change is clearly better than the actual one, do not belittle the current process or the people who use them for liking it. Instead, sit down and spend time with employees reviewing how the current process works and show them how the new one works; if the new one is better, your workforce will likely welcome the change.
  6. Change could bring a considerable amount of extra work. Do not try to cut corners by following the new process partially. Instead, model the way by following the rules and regulations. Lead by example to ensure that others feel inspired to adapt to change.
  7. Do not forget to recognize privately and/or publicly when someone is adapting to change effectively. This encourages the heart to keep the good work and make others feel that their efforts do not go unnoticed.

RJonathan Cabeza 2 w1000esistance to change is a common occurrence at the workplace and we should be prepared to handle it properly. You can enhance the chances of success when bringing change to your team by getting input from the people involved, sharing challenges and benefits entailed, providing the necessary tools and resources, guiding colleagues through the new process, modeling the way and encouraging the heart. An obvious improvement over the current process or situation, and an influential role in your company are not enough to introduce change successfully. Use emotional intelligence; it is your friend.


Jonathan Cabeza

Global Trainee
Product Management & Development – Wheeled
Charlotte, USA