Key team members are resisting your change strategy. How will you navigate the uncertainty?

When team members resist change, conscious leadership guides me to address their concerns with empathy and transparency. Neuroscience tells us that uncertainty triggers fear, so I reduce this by clearly explaining the purpose and benefits of the change. I engage them in the process, giving them a sense of control, which enhances their buy-in. By using peak performance strategies, I break the change into manageable steps, helping them focus on progress rather than obstacles, and ensuring the team can adapt with confidence and clarity.

I would simply ask them why they resist my change strategy. It might very well be that they have a valid reason and I need to change my strategy. It might also be that they misunderstood certain parts and I get an opportunity to explain and discuss. And last of all - but this hardly happens - it might be that someone just doesn't want to change. Asking clarifying questions also makes this clear enough to take the appropriate actions.

I’d first seek to understand the root causes of resistance through open dialogue, as concerns about the future or the unknown often drive hesitation. I’d work to address these fears by clarifying the reasons for change, setting clear expectations, and highlighting potential benefits. It’s also important to identify potential new opportunities that align with their skills and goals, offering reassurance. Continuous communication, transparency, and involving the team in shaping the process will build trust. Additionally, agreeing on new performance goals aligned with these changes demonstrates commitment from both sides.