How can you build a team that is resilient to change?

Changing Changing is very difficult stage but the most important step in development. In this regard, by keeping high the motivation of the teams , you encourage them to changing. The most powerful weapon that keeps teams together is communication. Teams with strong communication always succeed in difficult processes such as changing.

Craft a Compelling Vision Start by crafting a compelling vision that aligns with the organsation's mission. This vision should serve as a guiding light, providing direction and motivation for the team. A purposeful vision goes beyond mere statements Communicate Transparently Transparent communication is pivotal in building a resilient team. Clearly convey the purpose behind changes, ensuring that each team member comprehends their role in achieving the common goal. Resilience is cultivated when team members feel empowered and have a sense of ownership. When team members have a say in shaping their collective goals, they are more likely to embrace and champion the purpose.

Para que el equipo sea resistente al cambio creo que debemos empezar por la transparencia: transparencia en el propósito, en el fin y en la manera de alcanzar ese fin. Todos los componentes del equipo deben ser conocedores de el objetivo final y de cómo su participación será de importante para lograrlo

To build a resilient team, foster open communication about changes, provide context for the purpose behind them, and promote a growth mindset. Build trust, offer training and support, and encourage flexibility and adaptability. Acknowledge small wins, promote collaboration, and empower team members in decision-making. Lead by example, create a positive work environment, and emphasize continuous learning. These practices collectively contribute to a team that not only adapts but thrives in the face of change.

Always build teams and products with an infinite mindset and a core value proposition that bridges an ethical value that the whole team is committed to. An infinite mindset requires a unachievable strategic vision. For example, The Airbnb mission statement is “to create a world where anyone can belong anywhere.” "Those who embrace uncertainty and act with integrity are the ones that are built to last." Simon Sinek.

We need to stop thinking in terms of resilience. The definition of resilience is to be able to withstand or recover quickly from difficult conditions. We don't want to withstand or recover from change (difficult condition). Instead, we need to make change part of our culture. It's not something that stops and starts. Organizations that don't embrace change eventually wither away and die.

A learning culture is essential for building a resilient team. In the current age of digitization, skill requirements are evolving rapidly. In order for a team to remain relevant, it is important for them to adapt to these changes and be open to learning new skills. In our organization, we have implemented group learning initiatives where we select a topic and assign different team members to prepare and present on that topic. We have found this approach to be highly effective in driving learning, as it fosters collaboration and ensures that team members are not alone in their learning journey.

By ensuring that team members are behind the vision and share the passion for what they do, you can help them discover how can they grow and better help the team. If they are really "in", they most likely will want to develop/grow in a direction that benefits the team or the purpose. It is always better to offer conditions for development, either with studies or simply to let them be free to experiment or think outside the box. It is important to keep an open mind when being approached by a team member looking to learn more. What they want is important for them so it is important for you. If it is not trully aligned with the purpose, try to negotiate a way to reach middle ground. E.g., do a course that is more aligned on top of the first.

Allow a safe space for mistakes. If you want to foster learning and adaptability, you're going to have to accept that mistakes will happen. Make sure you have guardrails in place to mitigate risks, but use mistakes as opportunities for growth and development, not discipline.

El equipo, las personas, deben estar abiertas al cambio de cultura y de manera de trabajar, abiertas a nuevos modelos y herramientas de trabajo enfocadas a dar un mayor valor al producto final. Cada aprendizaje, por peque?o que pueda parecer, es una oportunidad de enriquecer el producto final o de ser más eficientes en nuestro trabajo, por lo que redundará en la mejora del equipo

1. Clear Communication: Establish transparent and frequent communication channels. 2. Expectation Management: Set and manage expectations to avoid misunderstandings. 3. Recognition and Appreciation: Acknowledge and appreciate your team's efforts and achievements. 4. Promote Diversity and Inclusion: Foster an environment that values diverse perspectives. This fosters a culture where trust and collaboration flourish, ensuring your team can navigate challenges together with strength and unity.

Constant and open communication is key in building trust and collaboration. Also creating a culture that allows individuals to come as their authentic selves will foster innovation and collaboration. Being clear and repeating the team/organization mission and goals will also help manage expectations and allows acknowledgement of the team’s success when goals are accomplished.

Change management is all about building trust and collaboration with your team. To do that, you have to practice active listening and create a safe space at work for others to share their concerns. Transparency is also key when it comes to building a foundation of trust on a team. Go to the fire early and keep your people informed at the same time. Information, information, information. Explain why decisions are being made and how those decisions will impact daily work and the future of the company.

A facilitated workshop to define team workings, values, etc., enable the team members to build trust and learn to collaborate. Set the example of how to work together by doing it, not telling them.

If you do not empower your team, you will have to be doing and redoing what they do. If you don't trust your team can deliver, why are you having them as part of your team? Many engineers like to be micro-managed but good engineers show how creative solutions can add value to problem solving.

Empowering team is the most effective way by giving them freedom to take actions and to make decisions which are relevant. This gives them super confidence to execute and finish any critical task with ownership.

Simply put, if you do not trust your team enough to let them make decisions... why are they on your team to begin with? Empowering your team to make decisions and lead projects that are aligned with the department or organization's strategic direction, is the only way you can stay focused on the bigger picture. The more you can foster a culture of trust, (which allows) your team to make decisions, (but also) come to you for help, the more your team will hold the confidence they need in order to make the right decisions and solve problems.

A good way to empower your team is by being transparent and honest with them, more so when a team member is struggling. Spoon-feeding a member does not help him/her in the long term. It is just procrastinating on what needs to be done. Be open about his/her shortcomings and strengths and build upon them. How do you build upon them? By being a coach and giving them autonomy on things that you know they will be able to handle. Sometimes, there are deeper reasons why a team member under-performs. You need to be able to ask questions beyond just work. Keep in mind that your team are people living completely different lives and circumstances outside of work.

Empowering your team involves fostering a collaborative and innovative environment. Encourage autonomy by trusting team members with decision-making responsibilities. Investing in professional development is another crucial aspect. We initiated a certification program tailored to individual career goals, enhancing skill sets and boosting team confidence. Also, Transparent communication is key. Regular town hall meetings and an open-door policy create a culture where ideas are freely shared. This approach fosters a sense of ownership and pride, resulting in increased creativity and productivity. The benefits of empowerment are substantial. Team members feel valued, leading to higher job satisfaction and retention.

Acredito que o objetivo alinhado entre a equipe e uma comunica??o clara a todos a mudan?a sofrerá menos resistência interna, conseguindo evoluir muito bem em busca do proposito. Ouvir o ponto de vista dos envolvidos, ajuda a incluir a equipe na mudan?a, onde todos tenham papel de responsabilidade.

Embracing change is huge! As you navigate your team through change, you need to take the flight attendant approach. Your team will always check your face for how you are feeling vs. what your words are saying. If you are stressing out over a change, your team will stress out. If you attach changes with a positive attitude and a PLAN (hope is not a plan), you will be able to adopt any change successfully, and your team will be more open to adopting change.

Building a resilient team is allowing remote work too. This is no longer an option but a necessity; investments in digital, especially in young companies, become crucial to enable the team to be not just happy, but much happier. The hashtag #ShortWeek has become a central topic in recent months.

Promote "conscientiousness" in your team's work ethics. Doing a job very well is way better than just doing the job. A "thoughtful" team creates harmonious results in the workplace, consequently making future work much easier, and ultimately your clients happy. A way to make your team "conscientiousness" is by asking important questions about his/her work. * What the purpose is and the overall goal? * Who are the stakeholders? * Will the work affect other team members? * Which systems or processes will be affected by the work/project? * What exact steps will you take to address those things or people who will be affected by your work?

You can't train resilience you either find it in people or you don't. The ones that do not have it do not remain when things occur over time. One thing that is for sure is change. When it happens, how it happens is unknown, but it will happen. If you yourself are resilient then you tend to attract just that. Sharing these thoughts during a stand up daily and remaining in an iterative agile mind set for the team will help to enforce the resilience principle.

Simple: hire resilient people. Use your interview process to de-risk candidates by resilience. Ask situational questions like: "Tell me about a time when you addressed a significant challenge in your work or life. What was it? How did you approach it? What was the outcome?" "Tell me about a time when you had to adapt to change. What was it? How did you approach it? What was the outcome?" "Tell me about a time you performed below expectations or had a setback. What caused it? How did you approach it? What was the outcome?" It's easier to build a resilient team if you start with hiring resilient people.

Don't let your team to face the change process and related challenges by itself. Allow yourself to get understanding of individual challenges of each team member with change you are about to make happen. Your insights and sincere connection with all team members can help you to provide overall and also individual support.

Distributing Knowledge: The Key to a Resilient Team A common pitfall in many projects is the unintentional creation of a "knowledge silo," where one developer becomes the sole custodian of critical information and understanding about the project. This approach, although sometimes seemingly efficient, is fraught with risks and is a significant barrier to building a team that's resilient to change. romote resilience by: 3. Knowledge Sharing: Regular knowledge-sharing sessions and pair programming to distribute understanding. 2. Comprehensive Documentation: Keep project documentation updated for easy access by all team members. 3. Role Rotation: Switch roles within the team to broaden individual expertise.