Be conscious of the team's concerns, showing you understand why change might feel challenging. Frame feedback around shared goals, emphasizing how adapting can benefit both the team and their individual roles. Be specific and solution-focused, offering actionable steps rather than general criticisms. Highlight small wins or examples where flexibility has led to positive outcomes, reinforcing the value of change. Use open-ended questions to invite their perspective, creating a collaborative atmosphere. Lastly, remain patient, and be consistent in your support—this builds trust and encourages gradual, confident progress toward embracing new approaches.

To provide constructive feedback to a team resistant to change, focus on creating a supportive environment that acknowledges their concerns. Begin by highlighting positive contributions and acknowledging the difficulty of change, which shows empathy and builds trust. Use specific, solution-oriented feedback to clarify why the change is necessary and how it benefits them and the team’s goals. Involve team members by asking for their input on implementing the change, making them feel heard and engaged. Reinforce small wins to build momentum, and keep an open line for continuous support as they adapt.

People are most often opposed to change because they feel disenfranchised by it and victims of it. They can therefore instinctively push against it. As a leader you need to engage colleagues early, involve them in the process… listen to their ideas and to their misgivings. If you can, generate a climate where they feel some level of direct involvement and control, you will find them far more engaged. Ask them what they see as the catalysts for change and to explain the strengths and the weaknesses of their thinking. Promote shared responsibility and accountability as part of the engagement process.

To encourage a resistant team to embrace change, I apply #ProjectMe’s Acknowledge phase from the 3 As framework. I start by actively listening and asking baseline questions like, 'What are you noticing?' to understand their concerns and create a ‘Map of Now’ for a shared starting point. I then frame feedback within the Proactive Choice principles, particularly Purpose and Position, to connect change to shared goals and show how each member contributes to the bigger picture. Finally, I offer ongoing support with Maintaining Momentum tools, helping them adapt at their own pace and reinforcing a commitment to growth. This approach fosters trust, resilience, and collective alignment toward our vision.

Instead of focusing on what’s wrong, ask: What do we all agree on? Resistance to change often signals uncertainty or differing viewpoints. Start by grounding your feedback in the shared purpose—bring everyone back to why this change is happening and what problem it’s solving. Use that common ground as the anchor for feedback. Then, address concerns directly, acknowledging their validity, but refocusing on the shared goals. This isn’t just feedback—it’s reinforcing alignment and commitment to a bigger picture.