Un membre de l’équipe résiste à une décision stratégique clé. Comment allez-vous surmonter ce défi ?

To effectively address resistance, first understand the team member’s concerns. Engage in dialogue to uncover the root of their hesitation—whether it’s a lack of understanding, fear of change, or a belief that the decision isn’t in the team’s best interest. By actively listening and showing empathy, you gain insight into their perspective. This understanding helps formulate a response that addresses their worries and demonstrates you value their contribution.

Understand the Root Cause of Resistance Listen Actively: Schedule a one-on-one meeting with the team member to discuss their concerns. Ask open-ended questions to understand their perspective and the reasons behind their resistance. Communicate the Decision's Importance Clarify the Vision: Explain the rationale behind the strategic decision, emphasizing its importance and how it aligns with the overall goals of the organization. Share data, research, or case studies that support the decision. Involve Them in the Process Encourage Participation: Involve the team member in the implementation process of the decision, giving them a sense of ownership and responsibility. Ask for their input on how to execute the decision effectively.

Ask them why. Then ask them why. Then ask them why. See where I’m going. The only way to address, fix or resolve anything is understating why there’s resistance in the first place. Then you may help them adopt it. Or you’ll see if it’ll be more difficult than you thought. Either way - your only shot of addressing anything is understand WHY first.

To overcome a team member's resistance to a key strategic decision, focus on finding the root cause of their concern using the "7 Whys" technique by Simon Sinek: 1. Ask Why: Start by asking why they are resisting the decision. 2. Dig Deeper: For each answer, ask "Why?" again, up to seven times, to uncover the root cause. 3. Understand Concerns: Fully understand the underlying issues or fears 4. Communicate Benefits: Clearly explain the benefits of the decision for the team and the organization 5. Involve Them: Engage the team member in discussions to make them feel valued and heard 6. Address Root Cause: Specifically address the root cause of their concern 7. Provide Support: Offer necessary resources or training to help them adapt

To overcome a team member’s resistance to a key strategic decision, start by actively listening to their concerns to understand the root of their opposition. Engage in an open dialogue to address any misconceptions or fears. Clearly communicate the rationale behind the decision, emphasizing its benefits and alignment with team goals. Involve them in the decision-making process to foster a sense of ownership. Provide support and resources to ease the transition, and set incremental milestones to track progress and build confidence. Remember, "People resist change they don't understand." Transparency, empathy, and collaboration are your best tools to turn resistance into cooperation.

Beginning a dialogue with empathy is starting point. You need to show you are open to understanding their point of view. Let them share their concerns, voice any details. Then lay out step by step why they should get on board the decision. Also be clear to explain the implications if they fail. Talk openly, with empathy trying to explain how you want this to be a win win but be clear about your own expectations as well

Aligning individual goals with the team’s objectives is key to overcoming resistance. Show team members how strategic decisions align with their professional goals and the organization’s mission. When they see personal benefits and understand how their contributions drive team success, they are more likely to support the initiative. This alignment fosters a shared purpose and can significantly reduce resistance.

Dealing with a strategic decision rebel? Time for some tough love. Resistance is often just fear in a trench coat. Offer support like you're handing out life jackets on the Titanic. Training, resources, therapy sessions - whatever it takes. A supported team member is like a house cat: still judgmental, but less likely to claw your face off! If all else fails, remind them that strategic decisions are like underwear. If you don't change them once in a while, things get real uncomfortable.

Overcoming resistance to a key strategic decision involves a thoughtful approach. First, understand the root cause of the resistance. Communicate the decision clearly and transparently, providing context and data. Involve the team member in discussions to respect their viewpoints and uncover valuable insights. Address their concerns directly and honestly, and be open to adjustments if needed. Demonstrate the long-term benefits of the decision with success stories. Offer support during the transition, such as resources and training. Lead by example, showing commitment and confidence in the strategy to inspire the team member's alignment with the decision.