Here's how you can tackle resistance to change as a People Manager through problem solving.

"Compreendendo a Resistência: Empatia e Solu??es Personalizadas" No meu ponto de vista, o ponto principal é entender as causas profundas da resistência à mudan?a. Eu creio que ouvir ativamente as preocupa??es da equipe é fundamental para encontrar solu??es eficazes. O que me chama a aten??o é como a empatia pode fortalecer o relacionamento com a equipe. Ao abordar resistências, é essencial personalizar as solu??es para abordar os medos e obje??es específicos.

To know what is the issue and root cause as a people manager is to be ready to take feedback not from the top leadership but the team that is working with you. Also do you have an environment where a team member can come and say that "I don't feel inclusive and the reason is you" and "I give the same updates so many times I think you need to be more organized". To know your flaws brings the first change.

Understanding why people resist change is crucial for overcoming it. Common reasons include fear of the unknown, loss of control, and not perceiving benefits. As a manager, listen to your team's concerns to tailor your solutions. Empathy is key to connecting with your team, showing you value their perspectives and easing their fears.

Team members are probably more interested in how the change will impact their daily efforts than they are in the reasons for the change in the first place. They want to know that they can continue doing their jobs as successfully tomorrow as they can today—that their current processes will be included in the future.

Communication in this case is important as you need to hear feedback from juniors and probably the frustrations they have had, in this case being egoistic is very easy as you are a manager and have done the hard work to earn the position but you need to do more hard work to gain support and feel inclusive with the team as well.

Project team members involved in implementing new and updated solutions are most interested in the channels and frequency of update communications. People like to be informed about the project status, and they like to hear about how each stage is progressing in meetings and conference calls.

Involve your team from the junior level to the most senior level and sit with them hear what they want to say and what they would like you to be, yes you have important aspects associated with them like the career growth, appraisal and many others but a team would love to have a People manager who is available to hear all the concerns that they have along with the feedback that they have also empower your team to take decisions. Always questioning there decision can be a big let down.

Work together with them, learn from them and teach them. They would love that kind of approach as they would see that someone is willing to help and support and also willing to learn from the team. So the learning becomes easy with no issues or concern. It becomes a step by step process towards a better cohesive working environment where they trust you more.

Support your team through change by offering training, workshops, or coaching to develop necessary skills. Be available for questions and guidance, and provide emotional reassurance by acknowledging challenges and celebrating progress, however small.

Create small targets, so that you can celebrate them more and you can make sure that they are achieved which will increase the team moral. Also the celebrations for shorter goals will not dilute the celebrations overall but will make sure the team looks forward to that big celebration in the end. Also the transformation they see in between the journey brings a lot of confidence to them as well.

Quick wins build momentum and prove the benefits of change. Set achievable short-term goals, celebrate their success, and boost morale. This approach helps dissipate skepticism and builds trust in the change process, paving the way for larger achievements.

Monitoring progress is crucial for addressing resistance and ensuring lasting change. Track adoption and benefits, adjusting your strategy as needed. Continuous evaluation helps identify and address lingering resistance promptly. Stay flexible and responsive to your team's needs throughout the iterative problem-solving process.