I've seen a real improvement in engagement when the people advocating for the change DON'T promote or 'sell' the benefits. Instead, they communicate clearly what the proposed change is, and then invite the affected group to consider the change from 4 'perspectives ': 1. What might the benefits of this change be? 2. What might the down-sides of this change be? 3. What are the benefits if we didn't change? 4. What are the down-sides of not changing These questions enable adults to genuinely explore the change from 4 angles which is a more respectful way to reduce resistance. Don't 'sell' change....invite people into discussions instead

Create open communication where they feel heard and valued. Provide clear points about why the change is necessary and how it benefits them. Offer continuous support with training sessions and resources to ease the transition. Recognise small wins and celebrate team efforts to build momentum. lead by example—show resilience and adaptability. Change it’s an opportunity for growth!

This is not a technical problem. It’s a human behavior problem. 1) People don’t like to change if they don’t understand the ‘why’. 2) Even when they do, they may still not change if the reward for not changing is bigger than the reward of changing. 3) “We need to change the way we behave with people if we want them to change the way they behave with us.” There is something in that organization’s culture that fosters the resistance to change. 4) Knowing how to influence others ethically is a powerful tool that can help us get people to move in our direction. Try this! 1) Have an honest 1-on-1 with each member. Make it about them, not about you or the project. 2) After that, call a team meeting to get them on the same page.

Resistance to change often stems from poor communication, lack of motivation, or unclear goals. Start by clearly explaining the reasons for change and the need for better performance. Make the process participative by involving as many team members as possible. This builds ownership and alignment. Identify key sponsors and influencers who can champion the change, ensuring its success and efficiency. Change thrives when it’s communicated effectively and supported collectively.

The personality and mentality of each team member is key. Obviously, communication of the benefits is very important, as well as support. Many of us have experienced how, regardless of the change we face, there is always resistance in certain people due to their character. It is our duty as leaders to find out what is holding them back, or what their fears are in order to solve the problem little by little in a permanent way. These people are also key, because they will also make clear to us the obstacles that we may not have detected or possible consequences. They also have a very important role if we know how to direct them properly. They could end up enjoying it!!