This requires a strategic and empathetic approach. I would initiate open communication to understand the concerns of my team. By actively listening, I can identify specific issues and address misconceptions. I would involve team members in the change process, encouraging their input and feedback to foster a sense of ownership. Providing clear explanations of the benefits of the changes—such as increased efficiency or improved outcomes—can help alleviate fears. I would offer training and support to ensure everyone feels confident in adapting to the new processes. I would celebrate small wins along the way to reinforce positive attitudes and demonstrate the value of the changes, ultimately creating a more collaborative environment.

Engage your team upstream on the issue you aim to resolve. Resist the temptation to identify the solution ion your own and only ask input afterwards. If the team comes together to identify the best process, the likelihood is that it will own it and promote its value.

1. Communicate Clearly and Transparently: Explain the why behind the change. Share the goals, benefits, and potential impact of the new process, addressing concerns and providing clarity on how it aligns with the team’s objectives. Open communication builds trust and reduces fear of the unknown. 2. Involve the Team Early: Engage your team in the planning phase. Encourage their input and feedback to ensure they feel heard and valued. This sense of ownership can foster collaboration and reduce resistance. 3. Provide Training and Resources: Ensure your team is equipped with the tools and knowledge needed to adapt to the new process. Offering support demonstrates that you are invested in their success.

In exceptional circumstances, we must change habits and operating methods despite the reluctance of teams or management. 1/Present the reasons for this change and the needs for implementation. 2/Explain the advantages of this change while highlighting the organizational difficulties that may arise, hence anticipation and imperative collective work. 3/Do not hesitate to take full responsibility for this change and assume the consequences (this unfortunately reassures those around you). 4/Show the positive impacts of this change, speed of task execution, better coordination between teams but the need to anticipate the organization as much as possible. 5/The dynamic triggers the adhesion.

Empower Change Champions - Identify and Encourage Influencers: - Select key team members who are open to the change and can model a positive attitude. Their influence can help bring others on board. - Encourage Peer Support: When change comes from respected team members rather than only from leadership, it often feels more credible and easier to accept. Celebrate Successes and Learn from Setbacks - Recognize Milestones: Celebrate small wins and achievements as the team progresses through the change process. - Encourage Learning from Feedback: Use setbacks as learning opportunities to adjust and improve, making the process feel more like a team effort rather than a top-down mandate.