This is a classic Change Management conundrum and Dr Kotter has done an excellent job at describing an 8 step process to overcome that resistance to change. Some of the more poignant steps for me have been to create a sense of urgency by establishing a vision of the future and igniting a desire and interest to get there. Building a coalition of support for the change/new state and enlisting that cadre of support to make the transition. Celebrating victories throughout the journey whether they be small or monumental, forward progress is to be recognized and applauded. Above all remain focused on the objectives and lead with a sense of purpose. Although not all of Dr Kotter’s 8 steps, these are the ones I have found to be most effective.

Es importante que el equipo entienda el valor que aporta esta optimización a los interesados o "stakeholders" y conciliar los intereses del equipo con estos, alineándolos en un plan de trabajo realistas que pueda suplir los requerimientos, pero entendiendo y atendiendo las objeciones , bien fundamentadas, del equipo. La resistencia puede responder a un problema que no hemos visualizado.

Agree knowing root cause is key to define performance optimisation objective. It can be anything like inefficient client integration( having too many duplicate api call ) and some time bad business logic. Performance issue fixes in legacy system is always challenging as it also brings huge QA cost and small mistake can open new worm ?? ??in the system ??.

I've navigated this obstacle course. Here's my playbook: Step 1: Lead by example - Demonstrate the impact of optimization on system performance, showcasing tangible results. Step 2: Educate, don't dictate - Collaborate with the team to understand their concerns and address them through data-driven discussions. Step 3: Focus on benefits - Highlight the benefits of optimization, such as improved user experience, increased efficiency, and reduced costs. Step 4: Break it down - Divide the optimization task into smaller, manageable chunks, making it more approachable and less overwhelming. Step 5: Celebrate small wins - Acknowledge and celebrate small victories along the way, building momentum and motivation within the team. ??

Resistance usually happens when people know one side of story. If you enlighten them with the other side and its benefits people do accept