By clearly communicating the benefits and aligning the change with their personal and professional goals. I would focus on showing how the change will improve their day-to-day work, enhance efficiency, and provide new growth opportunities. It’s also essential to involve the team in the process by addressing their concerns, offering support, and demonstrating how the change aligns with the broader organizational goals. Highlighting early successes or quick wins from the change can also build confidence and buy-in over time.

The most crucial coaching tool for leaders might be this: stop leading. Instead, put on your “coach hat.” Coaching isn’t about giving answers or pushing solutions — it’s about creating space for others to step up and own the process. Encourage your team to take ownership of the challenges. Being a “lazy coach” doesn’t mean disengaging, but rather stepping back enough for the team to make decisions, take risks, and learn. Let them carry the rocks up the mountain—not because you can’t, but because they need to. Change leadership requires us to pause and step back, allowing room for others to make intentional choices.

As a leader I think it is important to sometime just stop, back up and really listen to your people. When changes come we are often so excited about the outcomes we know are coming, including things that could really benefit our people that we forget that this may be brand new information and processes and for some people that can be disconcerting or overwhelming. A good leader will really listen, acknowledge and empathise with their people, clearly address the concerns, allay the misconceptions and then get things back on track.

In my view, most often, the reason for resistance to any change is the anxiety associated with the uncertainty it brings in. I feel addressing this should be the first step, followed by 1. Creating a vision and ensuring everybody very well understands the future state. 2. Explaining very clearly how it affects them in the short run and also long term. 3. Helping them understand and appreciate what's in it for them. This could be the ease of business, growth and so on 4. Clearly explain what it takes to get there. Efforts, time, processes, hurdles 5. Assuring them (in spirit) that we are all in it together. We stand behind everything. Its important they trust Now press the accelerator and steer, be with them and for them always...

Having had the privilege of leading many diverse teams across different cultures and nationalities, I’ve learned that overcoming resistance to change begins with empathy and clear communication. It's important to first understand the team's concerns and validate their perspectives. I then highlight the benefits of change by aligning it with their goals and how it can positively impact overall performance. By leading through example and fostering open discussions, you can build trust and ensure everyone feels included in the process.