Su equipo se resiste al cambio en el comportamiento de los consumidores. ¿Cómo puedes convencerlos de que se adapten de manera efectiva?

In my view, usually Resistance to change can be due to fear of the unknown or being complaisant in the comfort zone. For effective change, the first thing to be done is effective communication across the board, people have to understand the "Why" behind the change and also have their queries answered. Also this communication has to be done quite frequently so that people resonate with it and are willing to be on board with the change being proposed.

When I notice resistance from my team, I’ve found that the best approach is to have an open conversation. I like to sit down with everyone to really understand their concerns. By talking through those issues together, I make sure they feel heard and valued. Often, we can find areas where their concerns actually align with potential solutions. This collaborative approach not only addresses the resistance but also strengthens our team’s commitment to the outcome.

El pasar por alto una resistencia puede generar conflictos por lo que gestionarlo a tiempo siempre es importante. Entender los motivos y conocerlos a fondo siendo empático y con una escucha activa es clave. Para realizar este tipo de indagación es bueno entrar sin juicios preestablecidos y valerse de muchas herramientas útiles. A veces basta con realizar un análisis FODA (fortalezas, oportunidades, debilidades y amenazas) de la nueva situación que enfrentan.

I agree that Education is important and it requires constructive dialogue with the impacted population. We should create desire among the members to join this transition and also identify people who can be the champions and spread the positive views further to their tribes.

Without understanding the team’s thoughts and concerns, there’s a risk that the solution might not fully align with their needs or may overlook critical details. Engaging the team early on ensures that everyone’s perspective is considered, potential issues are identified, and the final approach is more likely to succeed. Collaboration is key to finding the best path forward.

In my experience, there are 3 ways. 1. Show multiple sets of data to validate the changing trends. 2. Tell them to start experimenting with one geography or segment. Risk of failure will be low and based on results one can scale the changes at every level. 3. Historically, only those companies are surviving who were able to change themselves with customers behaviour. Relevant examples can be shared.

Me gusta la idea de que además de mostrar los beneficios, debemos dejar que el equipo encuentre los beneficios. Para esto se pueden hacer muchas indagaciones apreciativas, de modo que las personas sientan que puedan enfrentar la situación y puedan ponerse como objetivo sacar un beneficio personal de generar este cambio

Change requires time to stabilize and proposers of change need to have patience. They need to understand the sensitivities of the impacted population and extend support during this transition by being receptive to the challenges being faced by the people and helping them overcome the same.

Frequent check-ins with the team are essential for staying proactive. By touching base regularly, we can address issues as they arise and ensure that everyone has the tools and information they need to succeed in real time. It’s not just about solving problems—it's about keeping the team aligned and supported every step of the way. This approach helps us stay ahead and ensures smoother, more effective teamwork.

Definir como se realizará la medición del progreso es importante. Junto con definir el objetivo del cambio establecer los indicadores con los que mediremos e resultado es esencial. Contar con los indicadores además, permite que el equipo pueda hacer su propio análisis de la situación, hacer su propia medición y anticiparse en caso de variaciones.