Un membre de l’équipe résiste à une décision stratégique. Comment allez-vous gérer leur opposition ?

Resistance often stems from fear or a lack of understanding. Instead of pushing back, let's listen deeply and explore the root of the concern together. By aligning our 'why' and seeing the bigger picture, we can turn opposition into a source of strength and innovation

It’s important to consider that the root of their resistance is compelling and perhaps something that needs to be considered in the deployment strategy. Open your mind and ears and maybe hear a gem that could be the key to successful deployment/outcome. Humble yourself to idea that you may not have thought of every obstacle.

Effective decision-making requires a comprehensive approach that includes addressing dissenting viewpoints. When confronted with resistance to a strategic decision, it is imperative to understand the underlying reasons for opposition. Through active listening and empathetic inquiry, one can uncover valuable insights and potential areas of concern. By fostering open dialogue and considering alternative perspectives, it becomes possible to build consensus and implement decisions that are both strategically sound and organizationally supported.

In my experience, strategic decisions to be made must first be considered about their positive or negative impact. It is necessary to consult the other members of the team to understand whether this decision is capable of bringing the benefits we intend to make with the decision. And if, after concluding that the strategic decision must be implemented, there is still a member of the team who is not heading in the same direction, it is necessary to understand the reasons for his opposition. If the arguments presented are not valid and the member's position remains the same, it is necessary to analyze and decide what will be best for the organization in terms of the member's continuity in the team or even in the organization.

Understanding the root cause is the key. Either lack of understanding. Lack of technical or competency or Sometimes the other has a better solution or a different view point If the reason is genuinely one of the above then one can be compassionate and bring them to speed and or genuinely understanding the third opinion and if it's good adopt / change your decision. You are sure to succeed!

Before engaging in communication, it's crucial to first align on how to approach resistance. As I mentioned a few days ago, it's not the resistance itself that needs managing, but rather the perception of the change and what accompanies it. Often, resistance arises from an identity shift within the employee group. The key to overcoming this is to validate the identity change and develop a strategy that truly supports it.

🗣️ "The art of communication is the language of leadership." – James Humes 🎯 Case Study: When Starbucks faced resistance from baristas over a new initiative to increase mobile orders, clear communication from leadership about the strategy’s goals and benefits led to a smoother implementation. Transparent dialogue helped align team efforts with the company’s vision.

Communication is one of the most important pillars to convert resistance behaviour into a supportive one. Unless you communicate clearly and be transparent, it is very difficult to win the confidence from resistant associate. And this communication has to be both ways to boost the confidence of the associate.

La transparencia es clave en la comunicación, no solamente basta con la escucha activa, la conversación deben ser llevada de tal manera que se genere un ambiente genuino y esto ayudará a que tu colaborador comprenda el porque se requieren realizar cambios.

Validate their concerns where appropriate. Acknowledging their perspective shows that you value their input, which can help build trust and open the door for collaboration. Clearly explain the reasoning behind the strategic decision, including the benefits and how it aligns with the team's objectives. Ensure they understand the bigger picture and how their role contributes to the overall success.

🤝 "Support is not a sign of weakness but a sign of strength." – Bill Gates 🎓 Business Case: At IBM, when rolling out Agile methodologies, resistance from some teams was met with a robust support system. By providing training and mentorship, leadership eased the transition, leading to widespread adoption and improved project outcomes.

Before I assumed management responsibility, the team had experienced a stressful transition and were resistant to even minor changes in their traditional ways of working. When I announced a major restructuring, dissatisfaction quickly spread. To make the restructuring work, I needed to invest in my team members. I held one-on-one conversations to understand their concerns. By addressing their specific discomforts, I tailored my support to each individual. This approach boosted their confidence in the new structure, and they willingly collaborated during the transition.

Quando identifico que a resistência pode estar relacionada ao medo ou à dificuldade de adaptação, priorizo o suporte individualizado. Disponibilizo treinamentos, recursos práticos e mentorias que ajudem o membro da equipe a se sentir preparado para enfrentar as mudanças. Além disso, ofereço um período de transição gradual, permitindo que eles se ajustem ao novo contexto no seu ritmo. Demonstrar empatia e compromisso com o sucesso deles cria confiança e mostra que a mudança é uma oportunidade de crescimento, não uma ameaça. Essa abordagem pode transformar resistência em engajamento e apoio genuíno à estratégia.

When resistance arises from fear of inadequacy or difficulty adapting, I prioritize offering support to ease the transition. This includes providing tailored resources like training, mentoring, or a phased implementation to help the team member feel more confident and equipped. Demonstrating a genuine investment in their success fosters trust and shows that I value their contribution. By addressing their concerns with empathy and actionable solutions, I often see resistance transform into cooperation—and sometimes even enthusiastic advocacy for the change. This supportive approach strengthens both individual and team resilience in navigating new strategies.

If a team member is resistant, communicate. Understand the reasons, and more often than not you'll be able to find a mutual solution going forward. My personal advice? Try to get them more involved in the process - oftentimes team members 'act out' when they feel less valued or feel overlooked. Giving the team member a sense of ownership can really involve them more, move the needle and mitigtate resistance.

Invite the team member to provide feedback on the decision. This can turn opposition into a collaborative effort for improvement.

Envolver membros resistentes no processo de implementação é uma abordagem poderosa para transformar oposição em apoio. Ao atribuir a eles um papel ativo na execução da estratégia, reconheço seu valor e coloco suas perspectivas em prática. Essa colaboração pode gerar insights valiosos que fortalecem a decisão original, além de promover um senso de pertencimento e propriedade. Quando se sentem parte da solução, a resistência diminui e dá lugar ao engajamento, criando um ambiente onde cada voz contribui para o sucesso coletivo. Valorização e participação são chaves para superar barreiras.

When faced with resistance, I focus on fostering collaboration by actively involving the team member in the implementation process. Assigning them a meaningful role not only leverages their insights but also redirects their energy into constructive contributions. This collaborative approach often sparks innovative solutions, enhancing the original strategy while giving the team member a sense of ownership over the change. By valuing their input and making them an integral part of the process, I reduce resistance and build stronger alignment, turning potential opposition into active support for the initiative.

I find this situation very interesting and unfortunately all too often, in my experience it used to be said that you should treat people the way that you would like to be treated, however, nowadays that has changed. It is now all about treating people the way that they want to be treated. Organisations must get closer to their people and use engagement, relationships and mutual respect as the catalyst of change. its not 'Rocket Science' .....its more 'Social Science'. Same beef - different gravy!

Absolutely, finding a balance between flexibility and strategic objectives is crucial. Compromise can be a powerful tool in navigating resistance. Here’s a structured approach to consider: 1. Evaluate Concerns 2. Identify Adjustments 3. Communicate willingness to adapt 4. Balance Flexibility with Obj. 5. Collaborative Decision making 6. Monitor & Review By following these steps, you can navigate resistance effectively while maintaining a balance between flexibility and strategic goals.

Es importante que tu colaborador este alineado con los objetivos estratégicos de la organización, que los conozca muy bien, los comprenda, de esta manera podrás mostrar la importancia de su participación para lograrlos, debes demostrarle que forma parte activa en el proceso y que sus contribuciones siempre serán bienvenidas e importantes.

Compromissos podem ser uma ferramenta eficaz para superar resistências, desde que sejam feitos com cuidado. Analiso as preocupações levantadas e identifico se há ajustes possíveis na decisão que ainda mantenham a integridade da estratégia. Mostro flexibilidade ao considerar contribuições, demonstrando que valorizo a perspectiva do membro da equipe. Contudo, equilibro essa adaptabilidade com o foco nos objetivos estratégicos, garantindo que as mudanças não comprometam os resultados desejados. Essa abordagem promove alinhamento, engajamento e reforça um ambiente colaborativo e respeitoso.

Steve Jobs once said, “If you want to make everyone happy, don’t be a leader, sell ice cream.” This statement highlights the inherent challenges of leadership and the impossibility of pleasing everyone. However, leaders can still engage with team members and consider their views. To handle opposing opinions: 1. Stay calm and objective. 2. Listen carefully and ask questions for clarity. 3. Consider if adjustments can be made to the strategy. 4. If not, then acknowledge their viewpoints & present yours. 5. Explain the necessity of the decision. 6. Reiterate how it aligns with departmental goals. 7. Assure them of support during implementation. Balancing firm decision-making with empathy & respect is key to effective leadership.

Respeitar a perspectiva do membro da equipe é essencial para manter a confiança e o relacionamento. Mesmo ao discordar, procuro validar seus sentimentos e reconhecer suas preocupações, demonstrando que sua opinião foi ouvida e considerada. Explico o raciocínio por trás da decisão de forma clara e empática, reforçando como ela se alinha aos objetivos estratégicos. Essa abordagem evita que a discordância seja interpretada como desvalorização, reduzindo o risco de resistência futura e promovendo um ambiente de respeito mútuo e colaboração contínua.

Maintaining respect for the team member’s perspective is crucial when navigating resistance. I ensure their concerns are heard and acknowledged, creating a safe space for open dialogue. Even if I must ultimately uphold the strategic decision, I do so with empathy and transparency, clearly explaining the reasoning behind it and how it aligns with broader objectives. By validating their viewpoint, I demonstrate that their input is valued, even if the final outcome differs from their preferences. This respectful approach preserves the relationship, reduces the likelihood of ongoing resistance, and fosters a culture of trust and collaboration.