First and foremost is telling those impacted by the change it's coming, what is happening, why it's being done and most importantly what's in it for them. The ADKAR model starts with Awareness and Desire. Without communicating what is happening and generating a desire to change, your efforts will likely fail no matter how good the change actually is.

This is quite a common problem but if addressed right from the beginning, it can help resolve it. Some of the strategies that have helped me and my clients include: =>Communicate Clearly: Share reasons for change and benefits regularly. =>Involve Stakeholders: Engage key players early to build ownership. =>Provide Training: Offer comprehensive training and ongoing support. =>Demonstrate Quick Wins: Showcase early successes to build momentum. =>Address Culture: Foster a culture of innovation and open dialogue. =>Manage Expectations: Set realistic timelines and celebrate milestones. =>Utilize Change Champions: Empower enthusiastic individuals to influence peers. =>Monitor and Adapt: Continuously gather feedback and adjust as needed.

Para superar a resistência à mudan?a nos processos de TI, uma das abordagens mais eficazes é garantir uma comunica??o clara e transparente, deixo abaixo um plano com abordagens que podem ser utilizadas: -Estabele?a um Canal de Comunica??o Aberto - Divulgue as Raz?es e Benefícios da Mudan?a - Use Linguagem Clara e Acessível - Forne?a Atualiza??es Regulares - Solicite Feedback Ativo - Reforce Mensagens-Chave A comunica??o clara e transparente n?o só facilita a transi??o, mas também fortalece a confian?a e o comprometimento da equipe com os novos processos.

To navigate resistance in IT process changes, begin by understanding the underlying reasons for the pushback. Engage with the team to identify concerns, whether it’s fear of the unknown, discomfort with new technology, or a lack of clarity about the benefits. Once these are identified, provide clear communication and training to address these fears. Highlight the advantages of the new processes and demonstrate how they align with overall business goals. Engage key stakeholders and influencers early on to build momentum and encourage a culture of openness and collaboration. Lastly, offer ongoing support and feedback loops to ensure the transition is smooth and any issues are promptly resolved.

- Identify the reasons behind the resistance—whether it's fear of the unknown, comfort with existing systems, concerns about job security, or lack of trust in the proposed changes. - Transparency is key. Ensure everyone understands the rationale for the change, the benefits it will bring, and the impact on their daily work. Use multiple channels to share information and provide regular updates. - Include key employees, especially those who are skeptical, in the planning and decision-making process. Their involvement can give them a sense of ownership and reduce resistance. - Offer comprehensive training programs and ensure ongoing support, including help desks and accessible resources.