How can you effectively lead team members who resist a new leadership style?

I've learned that resistance often stems from a lack of involvement in the change process. People tend to resist what they don’t understand or feel a part of. To mitigate this, I try to focus on fostering inclusive dialogues, allowing team members to voice their concerns and suggestions. This approach can help in pinpointing specific resistances and empower the team, making them feel valued and heard. Also, it's important to demonstrate how the new style aligns with the team's values and goals, thereby creating a shared vision. By integrating their perspectives into the leadership approach, resistance can transform into cooperation, driving a more unified and effective team dynamic.

The key lies in understanding the root of this resistance. Often, it's not about rejecting the new style, but about uncertainty and discomfort with change. Open a dialogue to understand their concerns and perspectives. Show, don't just tell, how this change can positively impact their work and the team's overall success. Be willing to tweak your style to better align with your team's dynamics while maintaining the core principles of your approach. Sometimes, a hybrid model can work wonders in easing a team into a new style. Lastly, patience is crucial. Consistent, empathetic, and transparent leadership can gradually win over even the most resistant team members. Remember, it's a journey of mutual growth and learning.

It is critical to understand why team members resist a new leadership style. It could be a fear of the unknown, a lack of skills or resources, or a combination of these factors. A leader can tailor communication and support to address specific concerns by identifying these sources of resistance. This approach promotes a team-friendly environment that values individual perspectives and allows for a more seamless transition to the new leadership style.

In management we have to understand that people are not mad and they normally have a sort of logic in what they do, this is actually the base line of psychology and sociology too. Giving the time and effort to ask and genuinely listen normally is suffice to know the reason for resistance and accordingly the wise way to address it, some times the reasons might be very genuine and has nothing to do with self interest of others.

1. Listen and understand team resistance, showing empathy. 2. Clearly explain your leadership style's rationale and benefits. 3. Build trust through consistent, reliable actions. 4. Introduce changes gradually, supporting the transition. 5. Involve the team in decision-making for ownership and collaboration. 6. Recognize and appreciate contributions, reinforcing positive changes. 7. Be flexible, adapting to team feedback. 8. Lead by example, demonstrating desired values and behaviours. 9. Provide training and resources for adaptation and understanding. 10. Maintain patience and perseverance, acknowledging change takes time.

Tell people about the new benefits! Changes for some team members can cause not only anxiety from the unknown, but also resistance. Changes inform us about the need to modify and tranform our interaction with others. If an employees/managers are in a comfortable environment, a new leadership style and variations in the company pose a risk to their current condition. Important: communicate constantly, it helps to cope with resistance!

1) Once identify source of resistance 2) After identifying the source, under the concern, talk to them, as feedback 3) Based on feedback, assess whether ans up to what extent, suggestion can be implemented.

Rather than relying solely on formal meetings, I prioritize one-on-one interactions with team members. This approach allows me to understand their pain points and concerns. Remember, every employee wants to grow and excel. Sometimes, it's the internal processes or challenges that hinder their progress. Identifying and removing these obstacles is a key responsibility of a leader.

Communication with all team members is absolutely paramount. Who, why, what, and how is the new leadership style going to impact the team and their performance. Empower the team to understand and embrace the future direction in an inclusive and supportive manner. Rarely is a positive leadership transition achieved without clear communication and messaging to team members.

Communication is the key when we are look at our team members. Leadership style can be different but every leadership style has its own benefits for every role. Very often young employees may miss the opportunity , so communication enables them to know WIIFM (whats in it for them).

When young general Napoleon rapidly rose, veterans scoffed at following someone untested who deviated from orthodox strategy. But Napoleon adeptly blended courageous patience. Rather than demand loyalty, he demonstrated competence gradually through successes built on his novel mobile approach. Victories organically displaced skepticism with respect. Napoleon listened to doubting staff more than sycophants, learning which secure traditions might supplement his maneuvers rather than arrogantly dismissing all conventional practices. He understood struggling officers anchored in past eras and molded inertia to his advantage through tailored roles suited to their capabilities while systematically developing the next generation.

It’s crucial to acknowledge and respect the work done by the team before your arrival. Dismissing past efforts can demoralize the team. It’s important to understand that decisions made in the past were right for those times and circumstances, even if they may seem flawed in hindsight. Effective leadership in the face of resistance involves being actively involved in addressing issues and supporting the team. It's about demonstrating through action that you're there to facilitate, solve problems, and help the team perform better.

Our own example is the fastest way to teach anyone anything! Be a living example of what you believe in yourselfand what you broadcast to others.

While it is important to put the new leadership style into practice and show its benefits quickly, you must keep in mind that this can happen in the medium or long term, almost never in the short term. The perception of new changes can take significant time and the benefits of new leadership may not be perceived quickly, so as a new leader you must have enough patience and confidence to wait for the response of your people. If your leadership is good, doubts and fears will undoubtedly be allayed, but this could take some time, so my best recommendation for the meantime is to do your job well and consistently all the time, standing out as an authority in your field.

1) Once listen feedback from the team 2) Time to walk the talk - practically show how changes would work in the company 3) Clarify any question, if come on the way, they will increase buy in.

Inclusion is the most important element of leadership style today. Equal respect to all team members in action and words is imperative.

A leadership change can be difficult. I was given what I feel was excellent advice when I first reached a level as a leader of teams. The advice, when you take a new position of leadership, watch and learn. Rely on those who have been there.Do not rush to make changes to fit your way! Things may be functioning well and only minor changes are required.However, do not be hesitant to make changes if they are critically required.

First, you have to find out the root of the resistance. What is the perceived impact? Is there fear of losing relevance, power, influence? You have to be situational. Where are they in careers? A beginner needs more individual attention and support, whereas a proven producer should be given leeway. And don't forget, it's not just about how others are going to adapt to a change in leadership style. It's also about how YOU, the leader, are going to adapt your style to the situation.

Respecting diversity within the team is essential. Embracing flexibility is a tip I've found useful in my leadership journey. For example, in order to accommodate varied tastes, I provided varying amounts of support and guidance based on individual needs. This adaptability enabled team members to adjust at their own pace and in accordance with their abilities, resulting in a more inclusive and supportive atmosphere.

Leadership is the ability to show an individual approach at the right moment. Pay attention to the reactions of team members, voice examples of different perceptions, this helps people to open up and overcome their resistance.

Embracing Change: Learning and Innovation in Leadership. In the dynamic landscape of leadership, fostering a culture of learning and innovation is key. At Universität Hamburg, we embrace new leadership styles by encouraging continuous learning and creative thinking. We provide our team with opportunities to acquire new skills and perspectives that are critical to adapting to evolving leadership paradigms. This approach not only facilitates the transition to new styles, but also fosters a mindset of openness and experimentation. By valuing learning and innovation, we empower our team to embrace change, contributing to both personal growth and organizational progress. Leadership innovation begins with a commitment to learning.

Many leaders fail to create a culture of innovation because they themselves don’t adopt well to change or new ideas and technologies. Their discomfort discourages risk taking and growth of emerging ideas, which ultimately results in mediocre outcomes and continuation of inefficient processes. Ultimately good leaders don’t always have to be 100% committed to change, but can still ignore their own short term discomfort to allow others the latitude to prove new concepts and produce results over time.

In my experience with highly operational teams, learning and innovation are key drivers of motivation, performance and loyalty. And they have to be integrated in a wider context and within an entire framework that summarizes your culture. You need to have absolute clarity in your - vison - strategy - objectives With clear objectives come clear targets: "If I have clear targets I want to have clear learning objectives and opportunities to achieve those targets." "If innovation is encouraged and I feel it can help me achieve my targets then I'd love to contribute" If things are properly aligned and in context then learning and innovation are truly embedded as a cultural fixture and not seen as a free-floating motivational device.

People are like snowflakes: every single one is different and special. But, like snowflakes, when people are in an environment that doesn't work for them, they won't hold together. A great leader knows that although change is hard, there is often a key to unlocking a team member's resistance. Think of it like a blast freezer for your leadership style. People may prefer an autocratic, democratic, enabling, challenging or supportive leadership style. But how will they know which one they prefer if they don't try a new one? In the worst case scenario, have a 1:1 with them and explain how and why things are changing - and ask them to give it a try. They might find they like a new leadership style after all...

Perhaps the best learning that we could encourage as new leaders would be learning related to human and organizational behavior; You see, helping others understand different personality types and different communication styles will help them better understand why people do what they do, and in this case especially, it could help them understand the new leader, but also themselves, bringing wisdom about how to improve communication and understanding between different personalities, thus ensuring that the focus is not on resisting new changes or new leadership, but rather the focus is on how to understand the other person.

Recognition of achievements and praise allows us to inspire the team to new achievements. Thank the people! And admit mistakes, miscalculations that were missed at the beginning of the journey.

Acknowledge and integrate feedback continuously. Encourage open communication where team members can express their concerns, share their experiences, and suggest adjustments to the new leadership style. By valuing their input, you demonstrate that their opinions matter, fostering a collaborative environment. Regularly collect feedback through surveys, one-on-one meetings, or team discussions, and make visible efforts to address valid concerns. This inclusive approach empowers team members, making them feel heard and valued, which can significantly reduce resistance and enhance the team's overall adaptability.

Celebrate the Successes and Learn from the Challenges: Recognize and reward progress and achievements under the new leadership style. Use challenges as learning opportunities, rather than occasions for criticism.

There is a misconception of being afraid of a new leadership style. Being a leader is not just a role, it is a responsibility. It entails the eagerness to rise up, put the team first, and live the values that drive the mission. If your team is resisting your style, this is a verdict on the way you have led your people. COnsider asking yourself these questions; - Am I transparent enough - Do people trust & value my opinions - Have I promoted a diverse & inclusive culture - Do my team members feel valued, heard & encouraged - Does everyone has a right of opinion - How good is my communication with my team - Have I managed to convey my vision & strategy Find the answers for the above and you will handle the resistance.

Leading a team that's resistant to new leadership requires patience, empathy, and a hands-on approach. By showing long-term commitment, engaging personally with team members, respecting their past work, and actively solving problems, you can effectively guide your team through the transition and toward success.

My approach to overcoming this resistance involves a blend of empathy, communication, and gradual implementation. It’s important to understand your team’s perspective. Resistance often stems from uncertainty or fear of change. By acknowledging their concerns and providing a clear rationale for the new leadership style, teams are more likely to be receptive. In my experience, when teams are given time to understand and adapt to new leadership styles, coupled with open communication and empathy from the leader, resistance can be transformed into cooperation and collective growth.

Change can be difficult for some. Embracing these difficulties and sharing the pain together can help with new challenges. Being transparent and obtaining buy in with solutions can inspire commitment

I think everyone has great input and all the steps called out here are bang on. So no need to pile on. Reality is that those things do not always work and many folks, myself included fall into this trap thinking "I can lead anyone...I can coach anyone". No you can't. Someone else called it out.. you cannot control what people do and everyone comes into the situation with their own history. As leaders, we need to understand that and go easy on ourselves sometimes. Follow some of those steps listed above and do everything you can to work with your new team. Be respectful. If people self select to move on, help them on their professional journey.