Your team is resistant to change. How can you get them on board with new strategies?

What I have seen work well on projects is a CEO communicating at a town hall about why, what, and when the change will happen, which reduces the anxiety and fear the teams feel. Department heads discuss the project at a lunch and learn, communicating to the team that the change is for the entire organization and the value it brings.

Always expect resistance! ➥Because resistance is caused by fear, uncertainty and doubt. ➩ Ask about their concerns. And get the why behind the why. Show some empathy for their concerns. ➩ Take away their concerns. Highlight what is in it for them. And how the change will benefit them ➩ Help them when needed.

Throughout my leadership, I've seen fear trigger resistance to change firsthand. My team has expressed concerns about job security and new processes, questioning the benefits of change. As a leader, recognizing these fears is crucial. I address them through clear, open communication, sharing details about changes and their positive impact on our operations and the company's future. This transparency builds trust and eases worries. I view resistance as valuable feedback, an opportunity to engage with critics and refine our approach. Acknowledging past errors is part of our growth. By valuing every voice in discussions about our direction, we've not only alleviated concerns but also fostered a shared sense of ownership in our achievements.

Nosso cérebro não gosta de incerteza. Prefere o conhecido e o previsível. No momento de mudanças o cérebro elabora cenários para tentar prever os desdobramentos dessa mudança. Esse processo dificulta focar nas ações e projetos que precisam ser realizados. Como retomar o controle ? Fazendo com cada pessoa do time contribua com o processo, para que se desenvolva um plano ou estratégia. E esse processo se torna mais intenso que o cenário da incerteza pois ao serem reconhecidos(as) pela colaboração e construção do plano ou estratégia, as pessoas sentirão prazer, alegria e outros sentimentos positivos relacionados a mecanismos de recompensas. O cérebro vai preferir esse sentimento à incerteza e o apoio à mudança vai aumentar gradualmente!

I've found it helpful to approach resistance with empathy, recognizing that fear often lies at the heart of a team's reluctance to embrace change. Understanding that fear can stem from concerns about job security, uncertainty about new responsibilities, or simply the discomfort of stepping out of a familiar routine is crucial. By acknowledging these fears and addressing them directly, we can open a dialogue that allows team members to express their concerns and seek reassurance, ultimately paving the way for a smoother transition to new strategies.

Involve your team from the beginning, collect feedback and prove that their voices are being heard by implementing changes. From my own experience changes generally do not need to be implemented from one day to another they can be broken down in smaller steps and introduced in a way that is not a detriment to anyone's work.

Involving everyone in the change process can significantly reduce resistance and foster a sense of ownership among team members. By actively seeking their input and incorporating their ideas, you create a collaborative environment where everyone feels valued and invested in the outcome. This inclusive approach not only harnesses the collective expertise of the team but also helps to build trust and commitment to the new strategies being implemented.

In my opinion, providing comprehensive training is a cornerstone of successful change management. When team members are equipped with the necessary skills and knowledge, their confidence in handling new tasks and strategies increases. Training ensures that everyone is on the same page and has the tools they need to succeed, which can greatly alleviate anxiety and resistance to change. It's an investment in the team's future performance and adaptability.

Acknowledging concerns is a critical step in navigating through change. It involves actively listening to the team's apprehensions and validating their feelings. By recognizing their worries, you not only demonstrate empathy but also gain valuable insights into potential obstacles. This understanding can then be used to tailor support and communication strategies that address specific issues, helping to build trust and facilitate a more accepting attitude towards new initiatives.

Communicate the reasons behind the change with your team. Explain the benefits and how it aligns with the team’s goals and the organization's vision. Address specific concerns of members and provide answers and solutions to the concerns raised; transparency can reduce uncertainty.

Celebrating wins, both big and small, is a powerful way to build momentum and reinforce the positive aspects of change. It serves as a reminder of the progress being made and the tangible benefits of new strategies. By acknowledging and rewarding the team's efforts and successes, you help to cultivate a culture of appreciation and motivation, which can boost morale and encourage continued engagement with the change process.

Adapting flexibly to feedback and outcomes is essential for the success of any change initiative. It involves being open to adjusting strategies based on the team's experiences and the results achieved. This approach not only demonstrates a commitment to finding the best path forward but also fosters a culture of continuous improvement. By being willing to pivot and make necessary modifications, you can ensure that the change process remains relevant and effective, ultimately leading to more sustainable outcomes.

Involve the team in the change process by asking for their input and feedback on how the new strategies can be implemented. This inclusion can create a sense of ownership and reduce their resistance to change.

Como o próprio nome já nos diz, Mudanças é uma realidade onde a flexibilização em nossas ações, pensamentos e posturas são constantes. Não quer dizer que o Gestor de Mudanças não tenha suas certeza e, em alguns casos, até posicionamentos firmes em relação a determinadas situações. Porém, no geral, uma das características que precisamos desenvolver a cada dia é a flexibilidade em nossa forma de planejar, analisar, decidir e executar nossos processo de Gestão de Mudanças. Lembrando que temos que fazer isso de forma propositiva e avaliando as consequencias no curto, médio e longo prazos, além de olharmos sempre para os objetivos traçados para o Projeto em que estamos atuando.