One thing I really found helpful as in managing these challenges with my experiences all these years are to listen their voices concerns challenges expressions emotions and then actively work towards them to resolve and come to a common goal where they feel comfortable and then make them part of your decision making processes and get them into alignment with your goals and expectations! The more you make them important for you the more they will actively participate in your growth process! One of the key to success is to give them the opportunity and confidence for where they can actively engage with their energies to help growth and give them the work which they are good for ! Make them our assets for longer runs rather than liability!

Here are some additional strategies I’ve found effective in similar situations: 1. Empathy and Active Listening 2. Involve Them in Problem-Solving 3. Leverage Influencers in the Team 4. Focus on Wins and Value Creation 5. Set Clear Expectations and Accountability 6. Recognize and Address the Emotional Climate

Talk to the partner to understand their concerns and explain how their support helps the team succeed. Show understanding, but also remind them of the shared goals. Offer help if needed and involve them in decisions to encourage teamwork. Clear communication can turn resistance into cooperation.

Clear communication and good long discussion with your partner will solve most of the conflicts. Be diplomatic in delivering the right message , however make sure that communication is clear and there are no more conflicts between two brains before leaving the room.

I use open dialogue extensively, which I find to be a powerful approach to addressing resistance while promoting understanding and collaboration. Some actions I have already taken are frank and empathetic conversations in a safe environment, focusing on understanding their concerns and actively listening. After that, follow up to ensure progress and sustained alignment.