How do you reflect on your leadership approach after facing resistance from your team?

After facing resistance from my team, I reflect on my leadership approach by first seeking to understand the root causes of the resistance. I consider whether my communication was clear and if I involved the team in decision-making. I also assess if my leadership style aligns with the team's needs and the situation. Finally, I’m open to feedback and willing to adjust my approach to foster a more collaborative and supportive environment.

I start by identifying recurring themes in their feedback to uncover any patterns that might point to systemic issues. For instance, if my team pushes back on new initiatives, it could mean I need to be more inclusive in the decision-making process or communicate changes more clearly. I often use techniques like anonymous surveys or one-on-one check-ins to gather honest input. By examining these patterns, I can adjust my approach, ensuring it's aligned with both human and organizational needs. Reflecting on this, books like "Dare to Lead" by Brené Brown help me refine my strategies, emphasizing empathy and transparency in leadership.

As a process consultant with 17 years of experience and leading without formal authority, I've often faced resistance from my teams. I've observed that resistance is rarely about the task itself but often stems from fear, conflicting priorities, or a lack of connection to the larger goal. I reflect by empathizing with my team, putting myself in their shoes, and identifying underlying concerns. Understanding these factors allows me to adapt my leadership approach, addressing their needs and fostering a more collaborative environment. In my observation most of the time resistance is circumstantial, not personal.

Reflecting on your leadership approach after facing resistance from your team is essential for growth and improvement. 1. Acknowledge the Resistance- Recognize that resistance is a natural response to change or decisions. Acknowledging it without defensiveness is the first step toward understanding the underlying issues. 2. Seek to Understand the Root Cause- Try to identify the reasons behind the resistance. It could be due to unclear communication, lack of involvement in decision-making, fear of change, or perceived unfairness. Engage in open dialogues with your team members to hear their perspectives.

If there is a resistance from team then there must be some reason or their perception about the leader, that needs to be addressed. According to me, Rather directly confronting the team, set an example of your leadership by solving their personal and professional problems. Make your self always available and listen to them. And before knowing them about their professional problems, solve them and realize them. That makes you a part of team and also the leader of team. Acceptance by your team, is an essence of being leader.

I make it a priority to actively seek their feedback to understand the underlying issues. I create an open environment where everyone feels safe to voice their concerns without any fear of negative consequences. By asking open-ended questions, I aim to uncover detailed insights into their perspectives. For example, using 360-degree feedback tools allows me to gather comprehensive views on my leadership from various angles. Instead of defending my actions, I focus on listening and reflecting. Books like “Radical Candor” by Kim Scott have helped me embrace this process, highlighting the value of honest communication and continuous improvement in leadership.

I encountered resistance when introducing a new assessment framework. To address this, I held one-on-one sessions with team members, encouraging them to share their concerns openly. By asking targeted, open-ended questions and truly listening to their feedback, I discovered underlying issues related to workload and resource allocation. This feedback was instrumental in refining the framework, ultimately leading to a smoother implementation and greater team buy-in. This experience reinforced the value of feedback as a tool for both personal and organizational growth.

I actively seek feedback from my team to understand their perspectives and concerns. As a financial advisor manager, I set up one-on-one or group discussions to invite honest input about my leadership style, decision-making, and communication methods. I ask specific questions about what’s working and what isn’t and am open to constructive criticism. This feedback helps me pinpoint areas for improvement and adjust my approach to better support my team, fostering a more collaborative and effective work environment.

I take a step back to assess whether my actions and decisions have been fair and just. I reflect on whether I've been consistent in recognizing contributions and providing equal growth opportunities. For instance, if certain team members feel undervalued, it’s a sign that I need to recalibrate my approach. Techniques like self-assessment and seeking feedback help me gauge if I’ve been unbiased in task delegation and recognition. I also turn to mindfulness practices to stay aware of my own biases and blind spots. Books like "Emotional Intelligence" by Daniel Goleman remind me of the importance of self-awareness in leadership, pushing me to "know thyself" and lead with integrity.

by closely examining how decisions and actions impact my team. I consider if I'm applying policies consistently and addressing everyone’s concerns equally. I review past situations where resistance occurred to see if biases or favoritism might have influenced outcomes. This helps ensure that all team members feel valued and treated justly, which can improve trust and collaboration, ultimately making my leadership more effective.

I ask myself whether my messages are clear and if I’m providing enough context behind my decisions. For instance, if I notice confusion or pushback, I might switch from emails to face-to-face conversations or clarify my instructions in team meetings. I also prioritize creating an open dialogue, encouraging questions, and feedback to ensure my team feels heard. Techniques like active listening and checking for understanding help me gauge whether my message is landing as intended. Reflecting on this, I've found resources like "Crucial Conversations" invaluable for honing clarity and fostering meaningful dialogue in my leadership.

by adjusting communication to better align with their needs. This means listening to feedback, understanding the concerns behind the resistance, and tailoring my messages to address those concerns directly. Ensure my communication is clear, empathetic, and open to dialogue, so my team feels heard and valued.

I consider how well my actions align with my core values. I ask myself if I'm genuinely upholding values like transparency, integrity, and respect in my interactions and decision-making. This means evaluating whether my approach fosters trust and aligns with the principles I expect from my team. By staying true to my values, I not only address resistance more effectively but also strengthen my credibility and reinforce a positive team culture.

I embrace change with a growth mindset, recognizing that what worked before might not suit current challenges. For example, if a strategy is no longer effective, I'm open to trying new methods or adjusting my style. I actively seek out feedback and use it as a catalyst for personal growth, showing my team that adaptability is key. Techniques like iterative planning and fostering a culture of continuous learning help me stay flexible. Books like "Mindset" by Carol Dweck remind me that embracing change is essential not just for me, but for nurturing a resilient and innovative team culture.

embrace change with an open mind. As a financial advisor manager, this means recognizing that resistance can signal the need for adjustments. Instead of sticking rigidly to my initial strategy, I am willing to adapt—whether it’s by shifting communication styles, tweaking expectations, or involving my team more in decision-making. Embracing change not only helps me grow as a leader but also shows my team that I'm responsive and committed to their success.

Embrace Change As a leader, the ability to adapt your approach is essential when facing resistance. Often, resistance is a signal that current methods may no longer be effective or that new challenges demand a different strategy. Embracing change means being open to evolving your leadership style, whether it involves adjusting communication, revising processes, or rethinking team dynamics. I once led a project where initial resistance from the team highlighted the need for a more collaborative decision-making process.

You need to see what works best for you and act on it accordingly so that it benefits both you and your team. It might look scary initially but will create a huge difference later.