Navigating a colleague’s resistance to change requires a thoughtful, empathetic approach. Start by actively listening to their concerns to understand the root of their resistance. Acknowledge their feelings, as this fosters trust and openness. Next, communicate the purpose and benefits of the change clearly, aligning it with the organization's goals and how it positively impacts both the team and the individual. Encourage collaboration by involving them in the solution-finding process, which empowers them and reduces resistance. Finally, offer support throughout the transition, demonstrating leadership that values both progress and people.

1) Address resistance directly: Have an open and honest conversation about the changes, acknowledging the challenges and discussing the reasons behind the resistance. 2) Present evidence: Use data and facts to illustrate why the change is necessary and how it aligns with organizational goals. 3) Offer support: Discuss ways to help ease the transition, whether through training, resources, or additional guidance. 4) Seek consensus: Work towards finding common ground where both parties can agree on some aspects of the change, building a foundation for cooperation.

Being empathetic and aligning the team to common purpose will be critical. Providing honest and critical feedback will be important.