What do you do if your change management team lacks trust and credibility?

2 Address the issues

The second step is to address the issues and take actions to resolve them. You should involve your team members and the stakeholders in the process and create a safe and respectful space for dialogue and problem-solving. You should acknowledge the concerns and emotions of the parties and demonstrate empathy and openness. You should also clarify the roles, responsibilities, and expectations of your team members and the stakeholders and align them with the change vision and goals. You should establish clear and consistent communication channels and feedback mechanisms and provide regular updates and progress reports.

3 Build relationships

The third step is to build relationships and foster collaboration among your team members and the stakeholders. You should create opportunities for your team members and the stakeholders to interact and get to know each other, such as team-building activities, social events, or informal meetings. You should encourage your team members and the stakeholders to share their perspectives, experiences, and ideas and listen actively and attentively. You should also recognize and appreciate the contributions and achievements of your team members and the stakeholders and celebrate the milestones and successes.

4 Demonstrate competence

The fourth step is to demonstrate competence and deliver results. You should ensure that your team members and the stakeholders have the necessary skills, knowledge, and resources to perform their tasks and roles effectively. You should provide training, coaching, or mentoring to your team members and the stakeholders as needed and support their learning and development. You should also monitor and measure the performance and quality of your team members and the stakeholders and ensure that they meet or exceed the standards and expectations. You should also showcase the benefits and value of the change and highlight the positive outcomes and impacts.

6 Develop emotional intelligence

The sixth step is to develop emotional intelligence and enhance your ability to understand and manage your own and others' emotions. Emotional intelligence is a key skill for change management, as it helps you to build rapport, empathy, and trust with your team members and the stakeholders. It also helps you to cope with stress, uncertainty, and resistance and to motivate and inspire others. You can develop your emotional intelligence by practicing self-awareness, self-regulation, social awareness, and social skills and by seeking feedback and coaching from others.