You're facing a team resistant to change. How can you build credibility as their coach?

As a professional coach, acknowledging resistance and emotions is the first step. Recognize that resistance to change is a natural response. People tend to react emotionally to disruptions in their routines, and brushing off these reactions will only lead to stronger resistance. Let them know that their emotions and concerns are valid and that you understand the difficulty of adapting to change. Demonstrate that you value the team's input by actively listening to their feedback making it clear that their opinions matter and will be taken into consideration. Avoid interrupting and give them your full attention. By paraphrasing what you've heard, you also ensure you understand their perspective and make people feel seen and heard.

Listening is one of the most critical steps. First understand and then be understood. If there is resistance in team, it is primarily due to a communication gap between what is being communicated at large and what the team understands. As a coach who is leading the change you need to first understand what is the team perceiving the message as. Consider each team member as your client and then listen with an objective of finding a solution. And you will find yourself on a strong footing to move to the next step of aligning the team's goals with the company’s objective

Absolutely! Reflecting on David Marquet's Intent Based Leadership (IBL), creating a thinking environment through active listening is crucial. By genuinely hearing our team's concerns, we transform resistance into engagement and trust. This approach calls for inclusion, diversity, and respect for expertise, grounded in leadership attitudes that value every voice. What if the key to overcoming resistance is listening deeply and empowering others to think independently? #Leadership #ActiveListening #IntentBasedLeadership #TeamEmpowerment #Inclusion #Diversity

Building credibility with a change-resistant team involves active listening, demonstrating empathy, and fostering trust. Start by understanding their concerns and validating their feelings. Communicate transparently about the reasons for change and its benefits. Lead by example, showing commitment to the change. Provide support and resources to ease the transition. Celebrate small wins to build momentum and involve team members in the change process to create a sense of ownership. Consistent, honest communication and visible dedication to their success will gradually earn their trust and build your credibility as a coach.

To build credibility with a team resistant to change, start by listening actively to their concerns and showing empathy for their perspective. Demonstrate your expertise through small, quick wins that highlight the benefits of change. Communicate transparently about the reasons for change and the expected outcomes. Involve team members in the decision-making process to foster ownership and reduce resistance. Provide consistent support and resources to help them adapt. By building trust, showing competence, and being an advocate for their needs, you can establish yourself as a credible and effective coach.

Active listening, validating feelings, offering help, and walking the talk are key to demonstrating empathetic leadership. "You must be the change you want to see in the world" - Gandhi. Conduct a transparent workshop to discuss the team's understanding of the benefits of change for them, the organisation, and customers. Discuss what's working, what's not, and what needs to be done. Identify team competency gaps and required resources to help the team focus on the benefits and the path forward while celebrating successes so far. Highlight how you as a leader have changed and committed to achieving the goal, leading by example to build credibility and address resistance to change.

For me empathy is an essential quality for any leader. It is the ability to understand and share the feelings of others. When a leader is empathetic, they can connect with their team members on a deeper level, build stronger relationships, and inspire greater loyalty. In my experience empathy builds trust. This trust is essential for creating a positive and productive work environment.

After listening to the teams' concerns and being empathetic toward them, I'd share the vision to let the team know the impact of their role toward improved outcomes and how their contributions toward the new vision will be valued.

Communicate the Vision Clearly. Articulate the reasons for the change and the benefits it will bring to the team and the organization. A clear, compelling vision can help the team understand the value of the change and how it aligns with their goals and values. Use storytelling to make the vision relatable and inspiring.

I consider that a shared vision is a critical managerial act for real leaders. It's like a compelling picture of the future that excites and motivates people to work together towards a common goal. This sharing a vision give the direction and generate the alignment. A clear vision, it's finally a roadmap for the team, giving everyone a sense of purpose and direction. It helps them understand how their individual roles contribute to the bigger picture. It's absolutly necessary to be a good leader following me !

Celebrate Quick Wins. Identify and achieve small, quick wins that demonstrate the positive impact of the change. Celebrate these successes with the team to build momentum and confidence. Quick wins can serve as proof points that the change is beneficial and achievable.

Leaders must celebrate victories with their team to activate motivation, recognition and appreciation. Celebrations shows the team their hard work is valued. This appreciation motivates them to continue putting in their best effort. Celebrating together reinforces the feeling of being part of a team and achieving something great collectively ! It's collective adventure !