When a team member is resistant to change, it’s often because they value stability and are unsure of the unknown. Help them see the transition as an opportunity for growth rather than a threat to their comfort zone. Start by having a conversation that acknowledges their concerns and reframes the change as a path to enhancing their current skills. Show them how the new role aligns with their strengths and offer support, such as additional training or mentorship, to build their confidence. Transitioning successfully comes from viewing change as a step forward, not a disruption.

When a team member resists change, leaders must first understand the dynamics driving that resistance. Before tackling the "what" of the resistance, they should explore the "why"- the emotions and concerns behind it. Understanding people dynamics is essential, with tools like DISC and the Change Curve offering valuable insights. DISC helps leaders grasp how individuals respond to change, while the Change Curve sheds light on the emotional stages they might experience. This understanding allows leaders to address underlying fears first, which builds trust and supports smoother transitions. By focusing on each person’s unique perspective, leaders can address concerns more effectively, fostering alignment and reducing resistance.

To help a resistant team member transition to a new role successfully: Acknowledge Concerns: Listen to their worries and validate their feelings. Understanding their resistance is key to addressing it. Highlight Benefits: Show how the new role aligns with their strengths, offers growth, and creates new opportunities. Provide Support: Offer resources, training, and mentoring to make the transition smoother and less overwhelming. Encourage Gradual Adjustment: Break down the transition into manageable steps, allowing them to adapt gradually. Reinforce Trust: Emphasize your confidence in their ability to succeed in the new role and support them through the process.

Lorsqu'un membre de l'équipe résiste au changement, il est important de comprendre ses doutes, ses peurs ou ses freins et ce qui l'amène à voir ce projet comme une perturbation plut?t qu'une évolution. Il faut qu'il puisse exprimer ses idées librement et il est donc nécessaire que son manager direct fasse des points individuels avec lui afin qu'il se sente écouté et impliqué dans ces changements à venir. Il faut lui présenter pourquoi ce changement à venir et un avantage pour lui et non une contrainte, que ?a va par exemple lui faire gagner du temps, gagner en compétence, valoriser son métier,etc. Ensuite il faut aussi lui fournir la formation nécessaire pour qu'il puisse se sentir épaulé et soutenu dans ce changement.

When a team member is resistant to transitioning to a new role, the first step is to understand the root cause of their resistance. Resistance to change often stems from fear—whether it’s fear of the unknown, uncertainty about their abilities, or concern about how the change will affect their workload or career progression. Schedule a one-on-one conversation to listen to their concerns, without judgment. Ask open-ended questions to encourage them to express their feelings. For example, you might ask, “What aspects of this transition are you finding challenging?” Understanding their underlying worries allows you to address those specific issues, paving the way for a smoother transition.