Your team is resistant to change. How can you effectively communicate and lead them through it?

Based on my experience, I can vouch one thing for sure the more time an employee invest in particular function it gets more difficult for him to adopt change. As a Team Lead of members who have more experience than you in that particular function, it is better to establish empathetic relationship with members before suggesting for any key changes in process, person or procedure. Once you have acceptance, you can maneuver the desired change. Acceptance will come with trust, breaking silos, encouraging open dialogues. Once we develop this rapport with team members, no change will be distant.

You can help others overcome fear of changeIn by encouraging them to embrace a growth mindset, recognize the inevitability of change as an opportunity for improvement, and take small, manageable steps towards their goals. It's about fostering courage, resilience, and the understanding that change is a natural part of progress.

You can help others overcome fear of changeIn by encouraging them to embrace a growth mindset, recognize the inevitability of change as an opportunity for improvement, and take small, manageable steps towards their goals. It's about fostering courage, resilience, and the understanding that change is a natural part of progress.

If you are leading the change, lead from front. Walk the talk, during initial phases of project you take the lead and exhibit the path to be followed. Once you demonstrate that change is possible & your actions give confidence to team members, pass on the baton of change to your team member & motivate them to proceed further. Guard them from back so that they do not fall & have belief that you are there to support them during difficult time.

As a leader it is critical to be following your own advice and lead by example “walk the talk”. If you do so you will become a better leader. As Dr. Schweitzer said “The three most important ways to lead people are: by example, by example, by example” 1- When leaders model the behavior they expect from others, they establish trust and credibility. This is not just about avoiding hypocrisy; it's about embodying the values and principles that you want to see in your organization. 2- When leaders demonstrate through their actions that they are committed to the values they preach, they inspire others to follow suit.

Human beings have three basic psychological needs: 1. The need for autonomy 2. The need for relatedness (relationships) 3. The need to feel competent Leaders should ask themselves: How am I addressing these three needs during change? Here are some examples of what can be done: 1. Employees need support, training, and resources to adapt to change and feel competent. 2. The leader must create a safe culture where employees collaborate and share their struggles. They should create occasions for employees to discuss the change and share their experiences. 3. The leader also needs to give employees the autonomy to find ways to adapt to change, which will empower them. Micromanagement increases stress and should be avoided.

To provide meaningful support to others, listen deeply, ask "How can I help?", and act with empathy and kindness. Focus on their needs, not your own agenda.

To drive real change, create a governing body that's connected to the pulse of the organization—not just top-down. By pulling in voices from all levels and functions, you can get deeper feedback and ensure the changes align with real needs. Evolution and innovation should come from every corner, not just the top.

To drive better feedback, ask for ideas for the future, listen without judgment, thank the person, and focus on improvement rather than dwelling on past mistakes.