In addition to the above points, I will provide opportunities to my key members to experience directly the program sponsors views and commitments. Listening to the leaders will help gain positive mindshare amongst skeptical members.

Always practice empathy, transparency and understanding 1. Understand the “why” behind the reluctance of the team - ask why are they skeptical of it? From there, address their concerns. 2. Be transparent and maintain constant communication throughout the change period. Let them know why the change is happening, what is the impact to the individual, team and organization as a whole. 3. Provide support - devise training strategies, create knowledge base and etc to ensure the team members know they will always have resources to help them adept instead of being left in the dark.

To get everyone on board, explain why the change is good for the team and the company using real-life examples and data, and get the team involved from the start by asking for their input and ideas.

Leading a change initiative with skeptical team members can be challenging, but gaining their buy-in is crucial for success. Start by clearly communicating the vision and benefits of the change, and actively listen to their concerns. Involve them in the process, provide necessary support and resources, and demonstrate early successes to build confidence. Maintain transparency, lead by example, and recognize those who embrace the change. By fostering an open and supportive environment, you can turn skepticism into support and drive your initiative forward.