What do you do if your team members are resistant to your leadership?

A leader can only succeed by understanding what motivates their team and offering them opportunities that align with those motivations.

First find the "WHY" behind the resistance. Its not always negativity but may be fear of change, lack of clarity or they want to be heard more. To work on these Open Communication is the master key. Give them safe space & make them comfortable in expressing concern. Make sure to validate their views & feelings without judgement. Empower them and whenever possible involve your team in decision making. Motivate them to take ownership which will build the trust between you and team. While working on this, make sure you are demonstrating your own competence and commitment towards their success. Happy Team is Happy You :)

Take time to understand the reasons behind the resistance. It could stem from various factors such as communication issues, conflicting goals, lack of trust, or unclear expectations. Open a dialogue with team members to uncover their concerns and perspectives.

My team members, surprisingly, voiced resistance to a new strategy. They had been asked for input and to review the final proposal before it went up the chain. The strategy that came back was basically the one that was sent for approval , it seemed to have only slight modifications to the original version. Upon closer review some tasks that my team was empowered to do would now need to be reviewed first, and possibly lead to a decrease in profitable transactions. I took the teams observations and concerns up the chain and after some negotiations (and further clarification why the changes were made) a solution was reached that addressed the concerns of all parties involved. This built further trust and greater commitment to teamwork.

Understanding where the resistance is coming from is always the first step. If you are new in the role, what past experiences in the business are causing them to be resisting? If you are already established, what's new, and what are you not hearing. Sometimes they're pushing back because you are going in the wrong direction - i.e. they are doing their job!

Trust is the key to success. If your team does not trust you they will not follow you. If team members are resistant to your leadership style, take a step back and do some trust building exercises. This could look like a friendly afternoon meeting or lunch. Take time to get to know your team members. What makes them happy? What drives them? Learning about them and being vulnerable yourself will help build trust.

Leadership cannot thrive without trust. The key to building trust is investing time with both the team and its individual members.

Trust is not so much given as lost. Sometimes the trust is lost before you even arrive on the scene. Put in the work to build that trust by displaying competence, honesty, a willingness to listen and to give and receive feedback. Get to know the individuals on your team and what motivates them so you can adapt your approach.

Foster a culture of trust and transparency within your team. Demonstrate integrity, consistency, and reliability in your actions and decisions. Be accessible and approachable, and encourage open communication and collaboration among team members.

The thing that I’ve found to be most helpful is to fully explain the “why”. Most people will follow you down the road in the day time, but that trails off at night, especially without a flash light.

Communicate your vision, goals, and expectations clearly and transparently to your team. Ensure that everyone understands their roles and responsibilities and how they contribute to the team's success. Be open to feedback and actively listen to your team members' concerns and suggestions.

Strong leadership makes those around them better. When team members seem resistant to your leadership it is a telltale sign that their individual input is not being heard and given serious consideration. Empower team members, show trust, allow them to take initiative / get creative, and prove that their input was valued in decision making. This builds a cohesive where everyone feels they are contributing to the cause.

Empower your team members by delegating tasks and responsibilities and giving them autonomy to make decisions within their areas of expertise. Encourage creativity, innovation, and initiative, and recognize and reward their contributions and achievements.

It's not me, it's you. Oh wait, or is it me? Modern leaders don't get any training to be great leaders. It's important that you are self aware as a leader, you need to be aware of your communication styles and how you adapt them to your team members. Knowing yourself can help you know your team. Teams do not work with forced leadership, they work on vision, collaboration and values. Make sure everyone on your team are heard, empowered and given the space to make mistakes. Even if you know it's not going to work out.

I'd have to ask what part did I play in the resistance I'm receiving or if the team is reluctant due to previous management. Ask how I can make things better and how to earn their trust. Open and work appropriate honesty from the top trickles down.

If necessary, seek support from higher-level management, HR, or a mentor to address leadership challenges within your team. Consider seeking coaching or leadership development programs to enhance your leadership skills and effectiveness.

Resistance is always good. Apart from above suggestions, if there is no resistance means something is wrong or routine. 1. Have a dialogue, 2. Understand expectations 3. Find common grounds 4. Delegates more 5. Always be open for feedback

Resistance from a whole team is a big loud sign, but it's not always clear what the sign says. Are you going too fast? Too slow? Is your message unclear? Have you not repeated it enough? Have you trivialised something important? Is there something you can't talk about but still need to address? There are many avenues to explore and curiosity is your tool of choice here. If your whole team truly is the problem, you either need a new team or they need a new leader.

When encountering resistance from team members towards your leadership, it's crucial to delve into the root causes behind their reluctance. This resistance may stem from various sources, such as a lack of trust, unclear communication, conflicting objectives, or personal conflicts. Leading by example, addressing concerns directly, and fostering a culture of collaboration and respect can further mitigate resistance and enhance team cohesion. Ultimately, patience, empathy, and a willingness to adapt are key in navigating and overcoming challenges in leadership.

Ask for team members ideas and input. Then discuss with the team. Delegate more responsibilities to a team member(s) to show trust.