This happened to me at my last start up, except it was me who refused to pivot. Thankfully, I had a fantastic team. They had an actual intervention for me, validated my concerns, but made their argument using data instead of opinions. We pivoted the next day.

Cuando los miembros clave se resisten a un pivote, la escucha activa es esencial. En mi experiencia, validar sus preocupaciones y conectarlas con la visión mayor permite crear un sentido de pertenencia en medio del cambio. Un buen ejemplo es cuando un equipo inicialmente dudaba de una nueva dirección, pero al mostrarles cómo sus roles eran esenciales para el éxito, logramos alinearnos y superar juntos la incertidumbre, fomentando colaboración y confianza.

Start by acknowledging their concerns and encouraging open dialogue. Clearly communicate the rationale behind the pivot, supported by data and market analysis to demonstrate its necessity. Show empathy and understanding for their feelings while ensuring that the new direction aligns with the startup's overall mission. Involve team members in the decision-making process to foster ownership, and consider implementing the pivot in stages to allow for gradual adjustment. Offer reassurances about support during the transition, highlight success stories of other companies that successfully pivoted, and maintain a positive outlook on the potential benefits for both the team and the company's long-term success. #ahmedalaali11

Escute ativamente suas preocupa??es para entender a raiz da resistência. Comunique a vis?o e os benefícios do piv? claramente. Envolva-os no processo de decis?o, destacando seu valor e impacto. Ofere?a suporte e recursos para facilitar a transi??o e fortalecer o engajamento.