As most had shared, the key is communication, communication and communication. Need them to understand the reason behind and walk the talk. Must set clear direction. If we ourselves don't believe in the changes, don't expect them to accept the changes.

Trust begins well before organizational change initiatives occur. If there is not trust prior to a change initiative, there will most likely not be trust during. If leadership is already transparent, vulnerable, communicative, and collaborative then there is already a strong foundation of trust. Employees will be included and informed in the process at every step. Building trust within the culture is important for when the time comes to work through complex situations and new initiatives. Perpetually cultivate trust with clarity, consistency, clear expectations, psychological safety, and opportunities for connection, communication, and collaboration for your team(s).

To earn your team's trust and support for proposed changes, start by actively listening to their concerns and acknowledging their perspectives. Clearly communicate the rationale behind the changes, highlighting the benefits and how they align with the team's goals. Involve the team in the decision-making process by seeking their input and feedback, which fosters a sense of ownership and collaboration. Provide transparent updates and be available to address questions or uncertainties. Demonstrating commitment through consistent actions, supporting your team throughout the transition, and celebrating small wins can build confidence, showing that their success is your priority.