Here's how you can engage a team member resistant to new ideas or suggestions.

As per my experience, I have to take the lead and accept the change first and bring some success stories to motivate my team members. When they see that I am the first one to adopt the change and enjoying the same, they also follow me with zeal and motivation.

Engaging a resistant team member involves fostering open communication and understanding their concerns. Encourage dialogue and actively listen to their reservations. Involve them in the decision-making process to give them a sense of ownership. Provide necessary training and clearly communicate the benefits of the new idea, showing how it positively impacts the team and organization. Lead by example, offer support during the transition, and create a safe environment for taking risks. Patience and persistence are key, along with recognizing and rewarding their efforts to embrace the change.

To truly grasp why a team member might be resistant, you need to practice genuine active listening. This allows you to identify the specific issues causing friction. Once these key points are understood, you can suggest solutions to address the problems and integrate the team member more effectively into the group effort.

Clave para entender la resistencia de algún miembro del equipo es una escucha activa genuina, esto con el fin de poder indagar en los puntos claves que puedan generar la fricción, luego de eso se podrá proponer caminos para limar asperezas y poder sumarlo al desafío colectivo.

Building trust is key! Consistency, follow-through, and sharing success stories helps establish credibility, making team members more receptive to new ideas and suggestions...

Transparência também contribui para a constru??o de confian?a. Explicar os motivos da tomada de decis?o ajudam no desenvolvimento de uma cultura de “disagree but commit”.

Trust is crucial when introducing new ideas. Show your team member that you value their input and are willing to listen to their concerns. This can help build a trusting relationship, making them more open to new suggestions.

En mi experiencia, trabajé en un proyecto donde un equipo mostraba dudas sobre la implementación de una nueva herramienta de software. Al cumplir constantemente con los plazos y demostrar los beneficios del software mediante ejemplos tangibles de proyectos anteriores, logré que el equipo viera el valor de la herramienta. Esto no solo redujo su resistencia, sino que también mejoró la colaboración y el rendimiento general del proyecto.

Comunicar claramente los beneficios de una nueva idea es crucial para influir en un miembro del equipo que se muestra resistente. Resaltar cómo el cambio puede facilitar su trabajo y contribuir a sus objetivos individuales puede marcar una gran diferencia.

Quando os colaboradores sentem que s?o valorizados e respeitados, a moral e a motiva??o aumentam, resultando em menor rotatividade de funcionários e maior reten??o de talentos. Isso n?o só economiza os custos associados ao recrutamento e treinamento de novos funcionários, mas também preserva o conhecimento e a experiência dentro da empresa. Em última análise, um ambiente de confian?a constrói uma cultura organizacional forte e coesa, que pode ser um diferencial competitivo importante no mercado.

Inquire about their concerns and actively listen to understand their perspective. Clearly articulate the rationale behind the change and its potential benefits for them. Promote a collaborative mindset where teamwork prevails over individual interests.

Comunicar claramente os benefícios de uma nova ideia é essencial para reduzir a resistência e potencializar os ganhos. Quando os benefícios s?o alinhados com as metas pessoais dos membros da equipe, eles percebem como a mudan?a pode contribuir para seu sucesso individual, criando um incentivo direto para aceitar a proposta. Além disso, entender os ganhos específicos reduz a incerteza e o medo do desconhecido. A transparência constrói confian?a, pois a abertura sobre o que está em jogo faz com que os membros se sintam valorizados. Destacar como a mudan?a ajuda a atingir objetivos da equipe e da organiza??o aumenta a motiva??o e o engajamento.

Engaging the team in the process of change cultivates a communal spirit, alleviates apprehension, and nurtures a favorable outlook on change. For instance, conducting frequent meetings where staff can express concerns and offer suggestions fosters a greater sense of ownership. This collaborative method diminishes opposition and facilitates a seamless transition. When individuals are integral to decision-making, they naturally feel more compelled to embrace rather than resist the changes unfolding around them.

O resistente é sempre um desafio, mas nada melhor que envolve-lo no projeto, por exemplo, para que possa sentir na pele o avan?o, benefícios, dificuldades e resolu??o de problemas, que ausente, seria enxergado como negatividade..” ta vendo, isso nao vai dar certo nunca”. Acredito que esse método, dentre os apresentados, seria a melhor op??o.

I’ve found that you can often involve the resistant party in the problem solving process and lead them to your same conclusion. This makes them think the idea is theirs and motivates them.

Selon moi, En plus d'impliquer les membres de l'équipe dans le développement et la mise en ?uvre de nouvelles idées, considérez l'importance de la reconnaissance publique de leurs contributions. Créez des opportunités pour célébrer les réussites collectives et individuelles, par exemple lors de réunions d'équipe ou via des plateformes de communication internes. La reconnaissance publique renforce non seulement le sentiment d'appartenance et de contr?le, mais elle inspire également les autres membres de l'équipe à s'engager activement. En valorisant les contributions de chacun, vous créez une culture de respect et de motivation qui encourage l'engagement et l'innovation continue.

When dealing with a resistant team member, remember to address underlying concerns and provide clear, constructive feedback. Encourage open dialogue and be patient with the transition. Understanding their perspective can make a significant difference in their receptiveness to new ideas.

Trust is earned, not taken. To lead a team effectively, it's crucial to be reliable, a great listener, a contributor, and to provide unwavering support. Understanding personalities and getting to know your team members closely can significantly strengthen relationships over time. Trust is built through strong bonds formed between both leadership and teammates. Moreover, involving the team in various situations and actively seeking their opinions is another key aspect of fostering trust in a team environment.

O início de qualquer caminhada é desafiador, e claro, precisamos suportar os envolvidos em novos projetos para que neste primeiro momento a adapta??o seja mais encorajadora possível.

Change can be challenging. Provide support and resources to help your team member adapt to the new idea. This could be training, mentoring, or simply being there to answer questions.

Oferecer suporte é crucial para ajudar membros hesitantes da equipe a se adaptarem a novas ideias. Por exemplo, ao adotar um novo software, fornecer treinamento personalizado e workshops pode reduzir a ansiedade e aumentar a confian?a. Se a mudan?a envolve trabalho remoto, oferecer recursos como guias e ferramentas de colabora??o ajuda na adapta??o. Deixar claro que períodos de aprendizado s?o normais, e que erros s?o esperados, pode aliviar o medo de falhar. Além disso, oferecer feedback regular e reconhecer pequenos sucessos durante a implementa??o de novas políticas pode motivar a equipe e facilitar a transi??o.

Celebrating success helps reduce resistance to change by recognizing and validating efforts, providing positive reinforcement, and building confidence. Eg: When Satya Nadella became CEO of Microsoft in 2014, the company underwent significant changes to shift its culture and business model towards cloud computing and collaboration. Celebrating big and small success approach helped employees see the tangible benefits of the transformation, built confidence in the new direction, and created a sense of shared purpose and accomplishment.

Hay celebrar los peque?os avances, son con peque?os pasos que aprendemos a caminar, hagamos de la cultura del cambio un estilo de Management, las personas se sentirán más cómodas si celebramos esos peque?os pasos.

Recognize and celebrate small achievements and milestones along the way. Acknowledging their efforts and progress can boost their confidence and motivation, making them more open to embracing the new idea.

Celebrate Progress Reconhe?a e celebre pequenos progressos e sucessos ao longo do caminho. Isso pode ajudar a manter a motiva??o e mostrar que os esfor?os est?o valendo a pena. O reconhecimento pode ser um poderoso incentivador e pode ajudar a transformar a resistência em aceita??o e até entusiasmo pelas novas ideias.

Understand why someone is resistant to speak-up and be the glue to fill that gap, be empathetic, listen, acknowledge the good to build the trust and surely you will the positive impact!

Precisamente escuchando a ese miembro del equipo que no acepta ideas nuevas, a veces el resultado es mejorar esa idea nueva. Tampoco lo nuevo es mejor siempre. Si respetas y consideras valiosa a esa persona reacia al cambio, házselo saber, que te explique los contras que ve en la idea y reflexiona tú sobre ello. Las novedades no reflexionadas cuestan dinero a la empresa.

Start with small steps: Instead of overwhelming the team member with big changes, start by introducing small, incremental changes. This allows them to gradually adapt to new ideas and build confidence in the process. Celebrate small successes to reinforce positive behavior. Foster a culture of experimentation: Encourage a culture where experimentation and learning from failures are valued. Emphasize that new ideas and suggestions are not about perfection but about continuous improvement. Create opportunities for team members to share their learnings and insights.

I’ve found that resistance to anything new, whether in leadership or in personal matters, is often linked to a past traumatic, unpleasant and unresolved experience in someone’s life. Often this internalized emotional push back is on the subconscious level. This conditioning can also often be linked back to childhood. Since I’m outside of being a counselor, I seek to grasp an understanding of what triggers this resistance with simple, getting to the root type of questions. When we understand triggers, the coaching and mentoring to elevate leaders takes quick leaps.

Seja um exemplo positivo. Mostre entusiasmo e compromisso com as novas ideias e demonstre como elas beneficiam a equipe e os objetivos da organiza??o.