Many leaders struggle with this. An old-timer can be someone you recruited and has been with the company for 10 years. It can be someone your predecessor recruited and has been around for longer than you. Some old-timers are resistant to change. Some are unable to change. There is no one-size-fit-all answer, but here are some considerations.
1. Gain enough trust before trying to convince old-timers to change. Do not undervalue their experience or skills. Have candid discussions about the need for change and seek their input.
2. Can you change the organisation without changing these old-timers? Sometimes the effort of changing people's minds is higher than building new alternatives. Work on something you have control over.
3. Take a clear stance, communicate it, and follow though. Many changes fail because we fear upsetting the harmony and we end up going with the flow. When change is necessary for an organisation to survive, those who can change will grow with the organisation. Those who can't or won't will eventually exit.
