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How can you work with a team member who resists change?

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Change is inevitable in application development, but not everyone embraces it with enthusiasm. Some team members may resist change for various reasons, such as fear of failure, attachment to the status quo, lack of trust, or low motivation. Working with a team member who resists change can be challenging, but not impossible. Here are some tips on how to handle this situation and foster a positive and productive team culture.

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1 Identify the root cause

The first step to work with a team member who resists change is to understand why they are reluctant to accept it. Try to have a respectful and empathetic conversation with them, and listen to their concerns and feedback. Ask open-ended questions, such as "What are you worried about?" or "How do you feel about this change?" Avoid judging or criticizing their opinions, and acknowledge their feelings and perspectives. By identifying the root cause of their resistance, you can address it more effectively and tailor your communication and support accordingly.

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Rosaura Paladino
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Comprender las preocupaciones: Inicia una conversación abierta y honesta para comprender las razones detrás de la resistencia. Asegúrate de escuchar activamente sus preocupaciones y no minimizarlas. Comunicación efectiva: Explica claramente el propósito y los beneficios del cambio. Asegúrate de que la comunicación sea constante y bidireccional, permitiendo preguntas y retroalimentación. Crear una visión compartida: Ayuda al miembro del equipo a comprender cómo el cambio contribuirá al éxito del equipo y de la organización. Pinta un cuadro claro de cómo las nuevas prácticas beneficiarán tanto a nivel individual como colectivo.

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2 Communicate the benefits

The second step to work with a team member who resists change is to communicate the benefits of the change for them, the team, and the project. Explain the rationale and the goals behind the change, and how it will improve the quality, efficiency, or functionality of the application. Highlight the positive outcomes and opportunities that the change will bring, such as learning new skills, enhancing creativity, or solving problems. Use concrete examples and data to illustrate your points, and avoid vague or abstract statements. Make sure to answer any questions or doubts that they may have, and provide clear and consistent information throughout the change process.

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Rosaura Paladino
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Resaltar éxitos y beneficios tempranos: Celebra peque?os éxitos a medida que se implementan los cambios. Esto puede ayudar a construir momentum y demostrar que el cambio es positivo.

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3 Involve them in the process

The third step to work with a team member who resists change is to involve them in the process of planning, implementing, and evaluating the change. Seek their input and suggestions, and value their expertise and experience. Encourage them to participate in brainstorming, testing, or reviewing sessions, and give them specific and meaningful roles and responsibilities. By involving them in the process, you can increase their sense of ownership and engagement, and reduce their fear of uncertainty or loss of control. You can also foster a collaborative and trusting team environment, where everyone feels valued and respected.

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Eric Roch

Advisor IT Strategy and Architecture
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When dealing with a team member resistant to change, it's important to create an environment that encourages collaboration and transparency. Adopting an Agile approach, particularly within the Scrum framework, enhances collaboration and communication among team members. Utilize Scrum ceremonies like Sprint Planning, Daily Standups, and Sprint Reviews to create regular forums for discussion and feedback. Introduce incremental changes within the Scrum framework, underlining its iterative nature to adapt based on continuous feedback. By engaging team members in Scrum events and demonstrating positive outcomes, trust can be gradually built, resistance addressed, and a more adaptable and collaborative team culture fostered.

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A?ssatou Gueye, MBA, APMG
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Change can be intimidating, especially when job security is uncertain. In my opinion, the best way to work with those resistant to change is to listen first. Conduct personal interviews to understand concerns, gaining insights for a smoother transition. Transparency is crucial, providing a safe space for contribution and challenges. Empathy is key. In an environment where not everyone's voice can be heard, identify change champions within teams for crucial support. Having natural leaders backing the change is vital. Keep communication clear and concise, celebrating small victories and offering continuous support for successful adaptation.

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Rosaura Paladino
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Crear una visión compartida: Ayuda al miembro del equipo a comprender cómo el cambio contribuirá al éxito del equipo y de la organización. Pinta un cuadro claro de cómo las nuevas prácticas beneficiarán tanto a nivel individual como colectivo. Involucrar y empoderar: Involucra al miembro del equipo en el proceso de cambio. Da oportunidades para participar en la toma de decisiones y para aportar ideas. Cuando las personas sienten que tienen un papel activo, es más probable que acepten el cambio.

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4 Provide feedback and recognition

The fourth step to work with a team member who resists change is to provide feedback and recognition for their efforts and achievements. Monitor their progress and performance, and offer constructive and timely feedback. Highlight their strengths and areas of improvement, and suggest ways to overcome any challenges or difficulties. Recognize their contributions and accomplishments, and celebrate their successes. Express your appreciation and gratitude for their work, and show them how their actions have made a positive impact on the team and the project. By providing feedback and recognition, you can boost their confidence and motivation, and reinforce their commitment and loyalty.

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5 Support their learning and development

The fifth step to work with a team member who resists change is to support their learning and development. Provide them with the necessary resources and training to adapt to the change, and help them acquire new skills or knowledge. Create a safe and supportive learning environment, where they can ask questions, share ideas, or seek help. Encourage them to experiment, explore, or innovate, and allow them to make mistakes and learn from them. Challenge them to stretch their abilities and potential, and inspire them to grow and excel. By supporting their learning and development, you can enhance their competence and satisfaction, and prepare them for future changes.

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Rosaura Paladino
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Capacitación y apoyo: Proporciona la formación necesaria para adquirir nuevas habilidades requeridas por el cambio. Asegúrate de que haya recursos y apoyo disponibles durante la transición. Crear una cultura de aprendizaje continuo: Fomenta una mentalidad de aprendizaje y mejora continua en el equipo. Esto puede ayudar a reducir el miedo al cambio al hacerlo parte de la cultura organizativa.

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6 Be patient and flexible

The sixth and final step to work with a team member who resists change is to be patient and flexible. Understand that change can be difficult and stressful for some people, and that they may need more time or assistance to adjust to it. Respect their pace and preferences, and avoid forcing or pressuring them to change. Be open and responsive to their feedback, and willing to make adjustments or compromises if needed. Demonstrate empathy and compassion, and show them that you care about their well-being and happiness. By being patient and flexible, you can build a strong and lasting relationship with them, and help them overcome their resistance and embrace change.

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Rosaura Paladino
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Recuerda que cada persona es única, y lo que funciona para un individuo puede no ser efectivo para otro. La empatía y la flexibilidad son clave en la gestión de la resistencia al cambio.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you work with a team member who resists change?

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1 Identify the root cause

2 Communicate the benefits

3 Involve them in the process

4 Provide feedback and recognition

5 Support their learning and development

6 Be patient and flexible

7 Here’s what else to consider

Application Development

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