How to Overcome Resistance to IoT Adoption

They were hemorrhaging money on digital tools their managers refused to use. The situation: A retail giant in the diamond industry with post-COVID digital sales tools sitting unused. Store managers resisting change. Market volatility crushing performance. Here's what every other company does: More training on features. Explaining benefits harder. Pushing adoption metrics. Here's what my client did instead: They ignored the technology completely. Instead, they trained 200+ managers on something nobody else was teaching; how to fall in love with change itself. For 8 months, we didn't focus on the digital tools once. We taught them Change Enthusiasm®, how to see disruption as opportunity, resistance as data, and overwhelm as information. We certified managers in emotional processing, not technical skills. The results were staggering: → 30% increase in digital adoption (without a single tech training session) →  2X ROI boost for those who embraced the mindset →  25% sales uplift in stores with certified managers →  96% of participants improved business outcomes Here's the breakthrough insight: People don't resist technology. They resist change. Fix the relationship with change, and adoption becomes automatic. While competitors were fighting symptoms, this company cured the disease. The secret wasn't better technology training, it was better humans. When managers learned to thrive through change, they stopped seeing digital tools as threats and started seeing them as allies. Most companies are solving the wrong problem. They're trying to make people adopt technology. We help people embrace transformation. The results speak for themselves. What would happen if you stopped training on tools and started training on change? ♻️ Share if you believe the future belongs to change-ready organizations 🔔 Follow for insights on making transformation inevitable, not optional

Blending IO psychology with digital innovation flipped the results of our last tech rollout. Most teams never connect these dots—here's why it changes everything ↓ Tech implementations often fail not because of the technology, but due to human factors. The deployment to a large international pharma company was heading for disaster until we brought in IO psychologists. They helped us understand: - How different personality types interact with new systems - The impact of change on team dynamics - Ways to reduce resistance and boost adoption We tailored our approach based on these insights: - Customized training for different learning styles - Change champions selected based on influence networks - Communication strategies aligned with team cultures The results were staggering: - 94% adoption rate within 3 months - 40% increase in user satisfaction scores - 25% boost in productivity post-implementation Key takeaway: Technology and human behavior are deeply intertwined. By considering both, we unlocked synergies we never thought possible. Next time you're planning a tech rollout, remember: The most powerful integration isn't between systems, but between tech and human psychology. Embrace this approach to transform your digital initiatives. PS - and if you know this story, you also know how it set me on the path for my PhD in IO Psychology.

They're scared, not stubborn. I recently spoke to a frustrated CEO. "My people just won't adapt to our AI tools. We've spent millions, and they're resisting everything." After twenty minutes of conversation, I asked her a simple question: "When was the last time you personally used any of these tools?" Her silence told me everything I needed to know. The greatest leadership failure happening right now isn't poor technology selection. It's the disconnect between imposing AI change from above while remaining comfortably distant from the disruption yourself. Your team isn't resisting AI because they're stubborn. They're scared. And they're watching to see if you're willing to go first, to be vulnerable, to learn something new, to stumble a bit in front of others. Research emphasizes that organizations where executives actively use and demonstrate AI tools experience significantly higher adoption rates compared to those where leadership remains hands-off. This isn't delegation territory. This is leading by example. If you're frustrated by AI resistance in your organization, try this: Schedule three hours next week to sit with your team and use the tools together. Don't observe them using it. Use it yourself. Ask questions. Show your learning process. Be comfortable with not knowing every answer. The AI revolution happening in your company needs leaders who aren't just sponsoring change but experiencing it alongside their people. When it comes to technological transformation, proximity creates possibility. AI is 10% Technology - 90% People. What's one way you've successfully led your team through technological change by demonstrating rather than directing?