Your team is resistant to change. How can you get them on board with a sustainable strategy?
Navigating resistance to change within your team can be challenging, but fostering a supportive environment and clear communication can make all the difference. Consider these strategies to help your team embrace sustainable change:
What are your thoughts on managing change within a team? Share your strategies.
Your team is resistant to change. How can you get them on board with a sustainable strategy?
Navigating resistance to change within your team can be challenging, but fostering a supportive environment and clear communication can make all the difference. Consider these strategies to help your team embrace sustainable change:
What are your thoughts on managing change within a team? Share your strategies.
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It is important to: Have a vision. Co-create the options with teams / colleagues. Agree a plan of action / strategy. Create a 'learning' culture rather than one of a fear of failure. Review and reflect. Don't be scared to make changes to the original plan. Communication is key. Be courageous, committed & compassionate.
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From observing digital transformations in over the years, I've noticed successful changes often come down to 5 points - 1. Taking measured steps rather than rushing changes 2. Keeping dialogue open between all levels 3. Working with, not against, local workplace dynamics 4. Creating informal channels for learning and sharing 5. Making sure everyone feels part of the journey Sustainable change seems to work best when it's people-focused rather than just technology-driven.
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I’ve learned that resistance to change usually comes from uncertainty, not unwillingness. Instead of pushing a strategy onto the team, I involve them early—listening, addressing concerns, and showing how the change benefits them. Small wins build confidence, and when people see real impact, they naturally get on board. The key isn’t forcing change; it’s making them want it. How can we create that spark together?
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It's important to clearly communicate *WHY* change is needed now and what’s in it for them (WIIFM). We often overlook explicitly stating the consequences of not changing. Highlighting both the positive impact of change and the risks of staying the same can help overcome resistance.
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Start with earning buy-in, aka trust and never stray from your commitment. Getting everyone on board and believing in the vision. That's the 'buy-in' and once you've got that? You never let go. You stick to your commitments, no matter what obstacles get thrown your way. That's how you earn respect. It's like... building a house. Trust is the foundation, and commitment is the frame. Without those, everything else crumbles. But with them? You can build something truly amazing that will stand the test of time.
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