How can you support a team leader struggling to overcome resistance to change within their team dynamics?

It is critically important to take a step back, analyze, and fact-gather. I have found that it can be frustrating when someone is not on board with their team or changes in their team. What is helpful is to let go of judging them ('they're stubborn, not a team player, they don't value their team members, etc.") These judgments don't lead to problem-solving. In my experience, you first need to take a step back, assess what is going on, and find out their 'why" - why the resistance. Next, get into a state of curiosity and ask powerful questions -what else will work, how else can I look at this -which will lead to more creative solutions. And through it all, open and honest dialogue will serve as your foundation to effect meaningful change.

Resistance to change is only human, it is with practice and self-work that we overcome it. The first step to help someone overcome change resistance is to understand its root cause. 1. What makes you think there is a change resistance? 2. Does the TL in question accept there is a change resistance or not? 3. Do they want to change it? Do they realize how it is impacting their gro 4. Now use the 5 why methodology to uncover what is causing this resistance. Use all the findings to identify any hidden patterns.

Una conversación abierta entre el grupo para saber las resistencias reales y además una charla con cada uno de ellos de manera privada. Entender cómo y por qué cada miembro del equipo está bloqueando, a su manera, las dinámicas, es esencial para poder comenzar a cambiarlo

In professional dynamics, trust is a leverage, and has to be earned. In this situation, your intent will help you establish trust. and your communication will make it relatable. So, start with establishing trust by telling them what your intentions behind this conversation are. Now its time to make them see the dread and the dream situation. Dread is the situation they are in now, the collateral damage it is causing, and the cost of not changing. Now show the impact of the dream. Once they agree they want the dream life, ask what is it worth to them. Now anything worth getting will have its due challenges, and do they trust themselves to stick to the plan? Also establish, you are here to support and they can trust you.

Here are 3 ideas: 1. Transparent Communication Facilitate open forums for team concerns and questions. Provide frequent updates on change progress and benefits. 2. Involve the Team in the Change Process Seek team members' input and suggestions. Empower team members with ownership of change aspects. 3. Provide Support and Training Offer necessary training sessions. Address individual concerns with one-on-one assistance. By fostering transparent communication, involving the team in the change process, and providing support and training, a team leader can build trust and reduce resistance to change within the team dynamics.

La transparencia, la humildad y la generosidad del líder del equipo son fundamentales para generar confianza en y entre los miembros del propio equipo.

Now that the ground for change, the intention, and its impact are well received, it is time to empower the TL to boost their trust in themselves and cultivate a belief that they can follow through with this. Provide targeted coaching and training. Foster a culture of feedback and continuous improvement. Empower decision-making and autonomy.

To support a team leader struggling with resistance to change, provide guidance on effective communication strategies that emphasize the benefits and necessity of the change. Encourage the leader to involve the team in the change process, seeking their input and addressing concerns to foster a sense of ownership. Offer training on change management techniques and emotional intelligence to help the leader navigate team dynamics sensitively. Additionally, highlight success stories and quick wins to build confidence and demonstrate the positive impact of the change. Regular check-ins and a supportive, empathetic approach will also reinforce the leader's efforts and help maintain momentum.

Als Führungskraft überwindest du Widerst?nde gegen Ver?nderungen durch klare Kommunikation und Transparenz über die Gründe und Vorteile. Du beteiligst dein Team aktiv an der Planung und Umsetzung, bietest Schulungen und Unterstützung an, um den übergang zu erleichtern. Dein pers?nliches Engagement und die F?rderung einer positiven Unternehmenskultur, die Ver?nderungen als Chance begreift, sind entscheidend. Zeige Empathie und biete emotionale Unterstützung an, überwache den Fortschritt regelm??ig und passe den Plan flexibel an, um Erfolge zu feiern und die Motivation zu st?rken.