Votre équipe résiste au changement. Comment les impliquer dans de nouvelles initiatives ?
La résistance au changement est naturelle, mais en tant que leader, c’est votre travail de guider votre équipe tout au long de la transition. Pour les faire participer à de nouvelles initiatives :
- Impliquez-les dès le début du processus. Sollicitez leurs commentaires et leurs préoccupations afin de favoriser l’appropriation.
- Articulez clairement les avantages. Aidez-les à comprendre le « pourquoi » des changements.
- Fournir un soutien et une formation suffisants. Assurez-vous qu’ils se sentent équipés pour gérer de nouvelles tâches.
Comment avez-vous réussi à gérer la résistance de l’équipe ? Partagez vos expériences.
Votre équipe résiste au changement. Comment les impliquer dans de nouvelles initiatives ?
La résistance au changement est naturelle, mais en tant que leader, c’est votre travail de guider votre équipe tout au long de la transition. Pour les faire participer à de nouvelles initiatives :
- Impliquez-les dès le début du processus. Sollicitez leurs commentaires et leurs préoccupations afin de favoriser l’appropriation.
- Articulez clairement les avantages. Aidez-les à comprendre le « pourquoi » des changements.
- Fournir un soutien et une formation suffisants. Assurez-vous qu’ils se sentent équipés pour gérer de nouvelles tâches.
Comment avez-vous réussi à gérer la résistance de l’équipe ? Partagez vos expériences.
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Build acceptance for new initiatives through early stakeholder engagement and clear communication of strategic benefits. Develop comprehensive implementation plans that address concerns while maintaining focus on organizational goals. Provide robust support resources and training opportunities. Regular check-ins ensure smooth transition while acknowledging and addressing challenges proactively.
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To overcome team resistance to change, try these strategies: Frame Change as Opportunity: Position new initiatives as growth and development opportunities for both the team and individuals. Show how change benefits them personally. Lead with Empathy: Acknowledge the emotional aspect of change. Share your own experiences with transitions and how you’ve managed them, showing vulnerability and understanding. Start Small: Implement change in stages rather than all at once. Start with manageable steps, allowing the team to adjust gradually. Create Champions: Identify early adopters within your team who can advocate for the change and help influence their peers.
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Para envolver uma equipe resistente a mudanças, comece comunicando o "porquê" por trás da iniciativa, mostrando os benefícios para a organização e para os próprios colaboradores. Inclua a equipe no processo de planejamento, permitindo que contribuam com ideias e se sintam parte da transformação. Ofereça suporte por meio de treinamentos ou mentorias para reduzir inseguranças. Reconheça pequenos avanços ao longo do caminho, reforçando a confiança no processo e no resultado. Liderança com empatia é a chave para superar resistências.
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"Where there is resistance, there’s a human need overlooked." #TheAlchemistCIO Let’s unravel this, shall we? ✪ Do you resist the changes you champion? Hardly! Why? They sprang from your own desires, molded by your perspective, values, and beliefs. ✪ But, do these initiatives resonate similarly with your team’s values, needs, perspectives? If you're nodding yes, resistance should be nonexistent. But, if you're leaning towards no—here’s how you act: ✪ Without judgment, delve into your team's dislikes about the initiatives. ✪ Understand their perspectives & needs - be really curious! ✪ Then, co-create strategies and agreements that echo their needs as well. Embrace this approach, and watch the resistance melt away.
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Importante ressaltar a linha de comunicação clara, objetiva e participativa, baseada em dados e objetivos evidenciados. Adicionando a divisão de responsabilidades, construindo pertencimento e identidade coletiva.