He has heard “we’re going to change things” before. Usually his experience got dismissed in the process. Now you want to introduce something new. His arms are crossed before you finish the sentence.
This is the Experience Shield. It comes down when you treat the history as an asset, not an obstacle.
Practical Techniques
Start With What Worked
Before you pitch the change, name what the current approach got right. Say: “The process you helped build hit every deadline for ten years. That’s the foundation we’re keeping.” He hears that you noticed. The defensiveness drops a level.
Position the Change as an Addition
Don’t replace. Build on. Say: “Your approach handles X well. This new part addresses Y, which the old system wasn’t designed for.” Additions land. Replacements feel like attacks.
Give Him a Real Role in the Transition
Ask him to lead the pilot. Ask him to find the weak points in the new approach. Ask him to mentor the team on what must not change. Active involvement turns a critic into a co-designer.
Why This Works
The Experience Shield goes up when someone feels their work is about to be erased. Name the work first. Make the change feel like chapter two. Give him a job in the transition. The resistance becomes contribution.
Hear the Real Concerns
Resistance sometimes points to a valid objection. He has seen things fail before. Listen to what he says about risks. Honoring experience means taking it seriously, not just saying you do.