Predictably, pushback takes familiar forms. This will slow us down really means “I don’t want to be pinned down.” We need to trust each other, not sign contracts is code for “I prefer commitments I can’t be held to.” This feels like we’re inviting conflict is a fear of exposing leadership weaknesses. We can’t document everything often means “I don’t want a paper trail.” And leaders need room to maneuver is a desire to pivot without owning the cost of disruption.

This hits the nail on the head, I've heard all those excuses almost verbatim from upper management when proposing changes and I've countered all those objections with the answers given in the paragraph that follows. The current C-Suite thinks RTO is going to fix all the company problems and I'm out of ideas on how to effect meaningful change. My team is fantastic but interfacing with other directors/execs is a nightmare.

Do any of you that have gone through this have any advice, short of finding a new job?