One of the biggest hurdle in embracing change is the "out of the comfort zone". Normally when a new system, process or procedures is introduced, it is not very well received because doing it will subject the individual out of his comfort zone. Giving them the information about the significant advantage of change and positive effect it will do both for the team and for the organization as a whole will make a difference. Educate and provide the right training so that they will fully understand how to handle the change, address their concerns and be more fluid with how it is being implemented.

Understand their concerns: Listen actively to their reservations Identify specific pain points Demonstrate clear benefits: Show how new tech solves their problems Highlight efficiency gains Provide personalized training: Offer one-on-one sessions Tailor learning to their pace Use the buddy system: Pair them with an enthusiastic adopter Encourage peer learning Start small: Introduce changes incrementally Celebrate small wins Share success stories: Showcase peers' positive experiences Emphasize real-world applications Create a safe learning environment: Encourage questions Allow time for experimentation Set achievable goals: Break adoption into manageable steps Recognize progress regularly

I start with my self and achieve something through this technology. I tell them how could this help them to reduce working time or to make the work faster.

Being resistant to change is a normal human reaction. Especially if everything is working good now. To guide a person through changes talk. Ask to explain their concerns, pains, fears. Acknowledge that they have the right to feel and think negative about the changes. Discuss every point. Ask their understanding, explain yours. Do not expect that the team member changes their attitude to new technology immediately after the talk. Let them think about the discussion several days. Later address the issue again.

If you show someone a class picture, the first person they will look for is themselves. If there is a new technology that will help the company, help the team, and help advance the career of the team member, talk to them about how it's good for them? - Do they want new marketable skills for when they change jobs? - Do they want to lower their cognitive load will better tools? - Do they want to work less hours, with less stress, and more time with family and friends? This is a good test for the leader as well to make sure we're implementing new technology because of the advantages, instead of implementing new technology for the sake of implementing new technology (aka resume driven development).