How do you inspire team members who are resistant to change in your leadership approach?

"Resistência à Mudança? Entenda e Supere com Empatia e Comunicação!" Curte 👍 e me Segue para mais dicas 🌟 O que me chama a atenção é como a empatia é crucial para superar a resistência à mudança. Escute ativamente as preocupações da sua equipe sem julgamento e valide seus sentimentos. Isso ajuda a identificar medos e desconfortos, como insegurança no emprego ou falta de compreensão dos novos processos. O impacto? Barreiras são desmanteladas e a aceitação é construída. Cuidado: não ignore as preocupações iniciais. Quer uma dica poderosa? Organize "Sessões de Feedback" para discutir abertamente as mudanças e construir confiança! Com essas dicas, você se tornará um líder que transforma resistência em aceitação!

Siempre se ha dicho "Entiende a tu enemigo / obstáculo / resistencia" y después véncelo. La resistencia al cambio es natural, las personas están cómodas en "lo de siempre" aunque sea malo. He trabajado en varias reestructuraciones de empresas abocadas al cierre si no se hacían cambios y ellos mismos, sin cobrar bonus y con malos resultados rechazaban los cambios al principio. A la respuesta de "aquí siempre se ha hecho así", si les preguntas: "si tuvierais presupuesto ilimitado para inversiones, incentivos, etc., ¿qué haríais diferente para volver a tener buenos resultados?" Os garantizo que empiezan a salir ideas de cambio. Luego aterrizas, "OK pues con un presupuesto de X yo creo que de vuestras ideas podemos hacer estas"...

Resistência às mudanças é um comportamento natural, esperado e com raizes genéticas. O segredo para iniciar a quebra desta resistência é entender as motivações e expectativas de cada um e buscar alinhar com tais mudanças. Ouvir, entender, compreender e propor em reuniões particulares, 1:1, buscando construir algo que faz sentido não apenas no nível organizacional ou do time, mas no nível individual.

Trust and transparency go hand in hand in winning over people ar work . My USP,if I may say is to establish and strengthen both in my work place. It has been a mammoth task , but I strongly believe that inch by inch one notched up . I am happy my team not only believes in me but also brings back feedback on what works well and what can be dropped. This is motivating and very helpful in furthering a good work culture that leads to addressing resistance to change and growth.

Change is a constant in today’s fast moving business environment. Managing through change is therefore also a constant. In my career experience there would have been no means of effectively managing change without trust. When fear of layoffs and managed attrition are very real concerns, employees need to trust their direct manager has their best interests in mind. Knowing your employees on a human level. Always keeping your word and apologizing when you cannot are hallmarks of establishing trust. A micromanager may be able to navigate change through fear, but a trusted leader will see far longer lasting results.

"Confiança Abalada Durante Mudanças? Construa e Reforce com Transparência e Compromisso!" Curte 👍 e me Segue para mais dicas 🌟 Na minha experiência, construir confiança é fundamental, especialmente em períodos de mudança. Foque em demonstrar seu compromisso com o bem-estar da equipe, sendo transparente sobre os motivos e benefícios da mudança. Compartilhe sua visão e mostre como cada membro é crucial para alcançá-la. O impacto? Maior receptividade e engajamento da equipe. Cuidado: evite prometer o que não pode cumprir. Quer uma dica poderosa? Realize reuniões regulares para atualizar a equipe e reforçar seu compromisso com a visão compartilhada! Com essas dicas, você se tornará um líder inspirador e confiável!

Creating a successful team starts with trust by all parties. To effeciently and effectively get to trust, a leader must get buy-in from the entire team, which starts with clear and concise communications, establish a culture that values each individual, embraces their differences, and continually seeks out ways to strengthen the team. Once a culture has been established with these values, your team can embrace changes and elevate their performance through the trust they have in each other and their leaders. It is critical that the leadership of the organization be in alignment. It is this area that often gets overlooked and can cause system failure, leading to mistrust.

One thing I’ve found helpful when building trust to lead a team through change is to build buy-in from the ground up AND lead by example from the top-down. To build buy-in, it’s crucial to interview ALL key stakeholders to understand how the change will reverberate in all areas, and from there, you can tailor your conversations accordingly to assuage the concerns of team members at all levels. Once you’ve implemented the change, it’s very important for leaders to walk the walk, and not just talk the talk. All eyes will be on them and it’s nearly impossible to institutionalize change if leaders are not leading by example. Change is inevitable, but it doesn’t have to be difficult to manage, so long as you build buy-in and lead by example.

Communication is more then just sending messages. It involves listening, valuing feedback, adjusting the messaging, and keeping the lines of communications open throughout. One way that I have found works well is holding regular meetings, and to start those meetings the Team creates the "Parking Lot", which is a list of any and all topics that they would like to know more about, have questions on, etc. By providing the Team the opportunity to build the list, they assist in making sure the information is communicated in a format they are comfortable with. This assists in lowering the anxiety associated with change, and helps each person invision how they play a part in the future by embracing the change.

It’s vital to communicate the “why” behind any organizational change. People want to know how their role impacts the organization and its customers. Building a communications strategy is important. Some ways to do this (note this is a truncated list): 1. Understand and list your various internal audiences. 2. Understand their motivations and specific/ unique communications needs. 3. Inventory your communications channels and determine how you will use them. 4. Develop core messages (main points), then begin developing your various communications as identified by your audience work. 5. Communicate early, and often. Check in with your audiences to gage their understanding and engagement. Good luck- you can do this!

Effective communication is crucial but challenging, especially when ensuring everyone shares the same mental model regarding objectives and collaboration. Without this alignment, unnecessary escalations can occur, hindering effective local decision-making. It's difficult to break through the personal filters and amplifiers each team member has, but these can also help correct invalid assumptions and uncover the elephant in the room—issues that are often overlooked. To enhance communication, we use mind maps, data flow and architecture diagrams, personas, and developer perspectives, ensuring alignment across various perspectives and levels of abstraction

Communication is a two way process. Instead of forcing change by voicing our perspective alone, it is important to get feedback from staff down the line to find the root causes of their resistance and to address to them. This will cause them to understand that the leadership values them and thereby help dilute the resistance. Listening to resistive voices makes leadership to learn and adapt a better approach to bring about the change required.

Junto con una comunicación asertiva y eficaz, la cercanía se constituye en un elemento que potencia la confianza y el logro de una visión compartida.

I think empowering the participation is the key point we should consider when it comes to changing the resistance team's approach. As long as the team is not feeling accountable to the process they will not feel interested in thinking anything positive about it. Once they start feeling like this responsibility is my ownership then their active participation itself creates an influence & this is the time the resistance team actually stops being resistant and starts contribution. So as a leader, first we would make sure that each and every team member should feel inclusive, accountable, & integrated part of the process.

Empowerment + Recognition = Engagement (and a few other things in between!). I love seeing people open up because they feel empowered to share their insights and are recognized for their contributions.

I lead by example, I include the team members in the testsqnd review of the tests so that they learn how to start simple and remove doubt by testing internally and working out any kinks before deployment. Overtime they build trust in their approach and taking on anything new ;)

I don’t want to be anyone’s inspiration. That may sound anti-leadership but that’s a lot of self induced pressure and a little egocentric. I believe it’s necessary to expect apprehension with a new leader and rightfully so. Leadership is earned by example. I rather help you be the best you than you becoming a duplicate of me.

Leading by example is a great way to inspire, showing your team that you can “roll up your sleeves” and join the fight. Especially founders of companies, don’t get caught in complacent, non adaptive behavior. I see it so often. Get in there! Leading by example, you will also earn the respect of your team.

So, I take a simple biblical principle: "Ask and you shall receive." Ask what the person needs, what motivates them, I would even have them take the Clifton Strengths Assessment. Lastly, just like secondhand smoke, there is secondhand motivation. Sometimes it's not you but put others in front of this employee who are motivated. John Maxwell taught me the 25/50/25 rule. 25% of people will love everything you do and say. 50% will be on the fence about you, and the last 25% will hate everything you do. Your job is to pour into the positive 25 and have them influence the 50. With the hopes that the last 25 will see the example, the motivation and the change. This just might bring them that much closer to the fence. And that's all you can do.

Whenever there is change, resistance is natural and the leader is one who understands how to handle that While doing this it’s important to make a clear communication to the team about your vision and what’s in it for each member ,why what and when has to be clear Resisting members will be few and the danger is they can be influencers and hence knowing them and dialogue with them is important and getting them on your side is urgent. Any change needs participation of all for it to be successful and this can be created by opening up various fronts of team work leading to the ultimate goal and as a leader we can’t be spectators, we have to take lead in difficult situation, guide and support each member, Set milestones and celebrate them

As we all know that resistance to change is a natural human reaction, primarily driven by fear of the unknown. 1-As a leader, first step should be to empathize and understand the reasons behind your team's reluctance to adopt change. 2-Trust is the cornerstone of effective leadership, especially during times of change. 3-We need to communicate clearly which is vital when introducing any change. 4-We should involve the team in the change process to significantly increase their buy-in. 5- A leaders should lead from front as to inspire your team, you must lead by example. 6-A leader need to offer consistent support throughout the transition and reassurance to ease the process.

Fomenta un Ciclo de Retroalimentación Activa 🔄 Establece un ciclo de retroalimentación continua durante la implementación de nuevas estrategias. Mantén abierto el canal de comunicación para que tu equipo o cliente pueda ofrecer retroalimentación en tiempo real. Este enfoque flexible permite ajustes inmediatos, reduce la ansiedad del cambio y asegura una adopción más suave de las nuevas ideas. Mostrar disposición a ajustar sobre la marcha es una forma clave de ofrecer apoyo constante. #ApoyoContinuo #RetroalimentaciónActiva #GestiónDelCambio

As the team makes progress with the new approach, celebrate those wins. Recognizing achievements can boost morale and encourage more openness to change. Changing mindsets takes time. Stay consistent, patient, and understanding, while reinforcing the benefits and importance of the new approach.