Your team member is resistant to change. How can you effectively provide feedback to them?

La resistencia es algo de todos los días al gestionar equipos de trabajo. Mostrarse abierto y con genuina curiosidad como líder, puede ser muy valioso. Muchas veces puede suceder que tu equipo de trabajo vea algo que tú no. No descartes la resistencia y escucha los argumentos para entender si vienen con un fundamento sólido o no. Ten esta conversación en privado, 1-1 para que puedas ahondar con apertura y honestidad.

By NOT providing feedback. Instead, focus on a conversation to understand the source of the person’s concerns, perspectives, and experiences. Make it a real communication in which you and the person share your thoughts and ideas in a genuinely collaborative way with the goal of finding ways to bring your perspectives together. Are there common goals, for example, where you can integrate your differing perspectives into achieving those goals. Feedback is the worst way to develop understanding of the other person’s viewpoint because it implies, usually, some kind of corrective focus. You never know, you might get synergy and together come up with a much better approach to the change.

Acompanhar de perto o colaborador ou liderado é um primeiro passo para identificar qualquer insatisfa??o, que por consequência traz a resistência. Ouvir, entender e direcionar precisam ser os três pontos principais nessa jornada de feedback, podemos assim entender cada um e trabalhar de forma mais assertiva.

Different people respond to change differently. Any change brings unknown with it. Yet change is the only constant at workplace and life. In fact, change is the mother of greatness and comfort zone is the shadow under which nothing grows. The third C is choice. What to do in face of change? 1. Educating other on what change is first step. Use the 3C principle. Comfort zone (shadow under which nothing grows), Change (mother of greatness) and Choice (making conscious selection to resist or embrace change) 2. Objectively explain purpose of the change and how the outcome is win-win for compnay and the individual. In other words, show the big picture. 3. Work one on one if needed, to support and empower.

Understand the root causes of resistance by engaging in one-on-one conversations with team members to explore their concerns. Active listening shows respect and can uncover underlying issues. This understanding allows you to tailor your feedback, addressing specific reservations and increasing the likelihood of a positive outcome.

"Resistência à Mudan?a e Expectativas Confusas? Defina Claramente e Conquiste o Comprometimento!" Descubra o tesouro da comunica??o! O que aprendi é que uma comunica??o clara sobre as expectativas é essencial para superar a resistência à mudan?a. Explique os motivos e benefícios da mudan?a para a equipe, fornecendo uma estrutura para que todos possam ajustar sua mentalidade. Inclua também as possíveis consequências de n?o se adaptar, sempre de maneira firme, mas apoiadora. Cuidado: evite ser vago. Quer uma sugest?o prática? Crie um "Guia de Expectativas" detalhado e compartilhe com sua equipe! Essas ideias ajudaram a clarear sua abordagem para lidar com mudan?as? Dê um like e mostre que você valoriza uma comunica??o transparente e eficaz!

Communicate expectations clearly when addressing resistance. Explain the rationale and benefits of the change, setting a framework for adjustment. Outline the consequences of not adapting in a firm but supportive manner to encourage compliance without fostering resentment.

Hoje eu li uma frase que dizia o porque preferimos estar na zona de conforto e n?o arriscar? Mudan?as n?o s?o fáceis, mas o apoio da empresa e da gest?o nesse processo s?o essenciais para a adapta??o dos colaboradores. Ter comunica??o clara, defini??es objetivas e muita conversa, é o caminho.

La resistencia muchas veces viene de falta de información y alienación. Algo que me ha ayudado en el pasado para combatir la resistencia es incluir al equipo en la gestión del cambio. Permíteles hacer mesas redondas donde se discutan algunos temas y puedan aportar sus ideas. En segunda, determina un plan muy claro con los objetivos, tareas, responsables, áreas involucradas y tareas que dependen de otras áreas. Estipulen los tiempos y comuniquen a toda la organización para estar en la misma línea.

Offer support to help resistant team members navigate change. Provide training, resources, or mentorship to build their confidence and competence. Emphasize your commitment to their success and available support mechanisms to encourage their investment in the change process.

Como líder es tu deber comunicar y guiar a tu equipo. Trabajar con la resistencia puede ser frustrante pero una de las habilidades que los líderes deben mostrar en estas situaciones es la empatía y la escucha activa. Comprender de dónde viene la resistencia podrá ser muy valioso. En una de esas te puedes sorprender y sea necesario cambiar el plan en algunos aspectos con la nueva información. Existen muchas herramientas y asesores de change management de los que puedes apalancarte si consideras que se puede poner en riesgo la transición.

Go beyond generic support. Work collaboratively to create a personalized development roadmap that addresses their specific skill gaps and concerns. This might involve reverse mentoring, job shadowing, or tailored micro-learning modules to build confidence in new areas.

When giving feedback to someone resistant to change, focus on positive reinforcement. Acknowledge their efforts to adapt, no matter how small, to motivate further progress and build momentum. This shows their contributions are valued and encourages their role in the new initiative's success.

Como gestor, aprender a usar a linguagem da melhor forma é importante, pensando que cada pessoa com quem falamos é única e precisamos entender os motivadores e desmotivadores de cada um. Entender e trazer os pontos de ajuste é importante, mas refor?ar o que tem acontecido de positivo também é e muitas vezes esquecemos disso. Valorizar o sentimento e toda melhora na adapta??o s?o pontos importantes na motiva??o.

El equipo de trabajo será muy susceptible al reforzamiento positivo. Reconocer los esfuerzos, los objetivos alcanzados y compartir estas noticias con el resto del equipo puede mantener el ánimo entre los colaboradores. Si puedes considerar el pago de un bono por el trabajo adicional que les implica salvaguardar su operación diaria más trabajar en la implementación de los cambios, también puede ser una forma positiva de reconocer los esfuerzos y la actitud del equipo.

Instead of broad positive reinforcement, focus on specific, measurable progress. Create a "change scorecard" to track and visually represent incremental improvements. Use gamification elements to make the adaptation process more engaging and rewarding.

Maintain open communication to manage resistance effectively. Make feedback part of an ongoing dialogue with regular check-ins to monitor progress and address concerns. This fosters a collaborative environment where feedback is supportive, not punitive.

Trazer confian?a ao colaborador para que ele se sinta seguro em falar, trazer as quest?es que o incomodam e fundamental. Criar metas, falar semanalmente ou quinzenalmente com esse colaborador sobre essas metas, entender as dificuldades sem julgamento e sempre apoiar, empatia sempre.

Si debes seguir con la implementación y la resistencia continúa a pesar de haber gestionado de forma empática, no tardes demasiado en tomar decisiones para retirar del proyecto o de la empresa a la persona que continúe entorpeciendo la transición. Más vale una decisión difícil a tiempo que un proyecto completo fracasado o fuera de tiempo. Este apartado no lo vi en los subtemas pero es esencial para la continuidad del proyecto. Mantén en todo momento la comunicación abierta y sincera, permite al equipo levantar la mano con dudas, propuestas, soluciones. Comunica en tiempo cualquier cambio de ruta o dificultad que se presente para poder tomar decisiones a tiempo.

Expand beyond one-on-one dialogue. Connect the resistant team member with colleagues who have successfully navigated similar changes. Facilitate peer coaching sessions or create a "change champions" network to provide ongoing support and encouragement from multiple angles.

To effectively provide feedback to a resistant team member, first understand their concerns and fears about the change. Clearly set expectations and communicate the benefits while offering necessary support and resources. Reinforce their progress positively to boost motivation, maintain continuous dialogue to address ongoing issues, and involve them in the change process to foster ownership and commitment.

Empower your team member by involving them in the change process. Encourage them to contribute ideas and solutions, making them active participants. Empowerment fosters ownership, leading to acceptance.

Some items Loss of control Change can make team members feel like they are losing control over their work or the way things have been done. To mitigate this, involve team members in the change process by soliciting their input, ideas, and feedback. Engage them in decision-making and empower them to take ownership of the change. This will help them regain a sense of control and ownership over their work.

Take involvement a step further by positioning them as a change consultant. Task them with identifying potential roadblocks and developing innovative solutions. This approach leverages their expertise while subtly shifting their mindset from resistance to problem-solving.