Skepticism is an attitude. Thus, it needs to be addressed tactically. If it's sourced from previous experience; is an incredibly valuable approach by find out about the circumstances, and learnings, adding them as a basis for the new program. If it's sourced due to fear, disagreement of direction or other factors, let them remain skeptical and do a pilot with early adopters. Prove success strategies and let data, results and impact do the winning over.

Winning over skeptical team members begins with actively listening to their concerns and providing clarity on the benefits of the new program. I engage the team in open discussions, addressing specific doubts and explaining how the program aligns with both project goals and individual success. By offering hands-on training and demonstrating early wins, I show the practical value of the program in improving efficiency and outcomes. Additionally, involving the team in the implementation process fosters ownership and collaboration, helping shift their perspective from skepticism to buy-in.

Initiate an open dialogue with the team to understand their concerns and hesitations about the new program. By actively listening and addressing their feedback, I would demonstrate how the program aligns with our goals and can enhance our workflow. Additionally, I would showcase early successes or pilot results to illustrate its potential benefits, fostering a sense of collaboration and enthusiasm for the change.

Understand you will not win them all over. First you have to commit to the new program, whether you believe in it or not, if you don't then that will be exposed in one way or another. Getting team members involved and responsible for certain aspects of the program will change "talk" to "action" showing them the investment in their expertise and views. Help them understand they are an important part of its success which impacts the them through through learning, experiences and or company success.

Winning over skeptical team members about a new program requires clear communication, active listening, and building trust. Here’s how I would approach it: 1. Listen to Concerns: Understand their skepticism through open forum. 2. Highlight Benefits: Show how the program improves efficiency and addresses their pain points. 3. Involve the Team: Engage them in projects and decision-making. 4. Offer Support: Provide training and resources for a smooth transition. 5. Be Transparent: Set realistic expectations and communicate openly. By involving, supporting, and addressing their concerns, I believe the team will be more open to embracing the change.