What do you do if your colleagues resist your efforts to empower and support them for a promotion?

Focus on building trust and understanding their concerns. Encourage open dialogue to align personal growth goals with team success.

Ever feel like you're trying to push a boulder uphill with a toothpick? That's what it can feel like when colleagues resist your efforts to empower them for a promotion. Resistance often springs from fear—fear of the unknown or self-doubt about their abilities. Address these fears head-on. Open up a dialogue where you listen, really listen, to their concerns. Validate their feelings, highlight their strengths, and reassure them. Transform fear into confidence by being their mentor and guiding them through the transition. As the saying goes, “Courage starts with showing up and letting ourselves be seen.” — Brené Brown.

From my experience listen actively is one of the key. Engage in open and honest conversations with my colleagues to understand their concerns or fears. Through active listening I can determine if the resistance is due to fear of change, lack of confidence, past experiences, or misunderstandings about the promotion process.

A true servant leader understands that resistance often stems from fear or lack of confidence. By actively listening, empathizing, and providing unwavering support, a servant leader can build trust, empower colleagues, and facilitate their career growth. This approach not only helps individuals overcome their resistance but also fosters a culture of continuous development and mutual support within the organization.

Trust is like the secret sauce in any relationship, especially when it comes to career progression. If your colleagues are pushing back against your efforts to help them, it's time to build a deeper level of trust. Be consistent, be transparent, and share your own career journey, including the bumps along the way. This vulnerability makes you more relatable and breaks down barriers. Over time, you’ll foster an environment where your colleagues feel safe to take risks and explore new opportunities.

Ask questions and listen actively. Initiate one-on-one conversations to understand the root cause of the resistance. Listening actively shows respect and a genuine interest in their perspectives. Questions like, "Can you share what concerns you have about taking on a new role?" help uncover underlying fears or misconceptions. Validating their concerns, whether they stem from fear of failure, self-doubt, or previous negative experiences, is crucial. Share Your Own Experiences. Relate to them by sharing similar experiences you’ve had and how you overcame them. This will build confidence and trust,

Think of empowerment as handing over the keys to the car. Encourage your colleagues to set their own goals and identify where they want to grow. This approach helps them feel in control rather than being pushed into something they're not ready for. Provide resources and support, but let them steer their journey. When they’re making their own decisions, they’re more invested in the outcome. Celebrate those small wins and give constructive feedback to keep the momentum going.

As a leadership coach, I firmly believe in the power of celebrating small wins to build momentum and confidence. Each small victory acts as a stepping stone, encouraging the team to push forward with renewed enthusiasm and energy. Providing consistent feedback and recognition is equally crucial. Constructive feedback helps individuals understand their strengths and areas for improvement, fostering personal and professional growth. Regular recognition of their efforts and achievements boosts morale and reinforces positive behaviors. By focusing on both small wins and continuous feedback, leaders can create a supportive and motivating atmosphere.

Think of empowerment like planting seeds in a garden; sometimes, it takes time for those seeds to sprout. Be patient and persistent. Encourage a culture of continuous learning by sharing books, articles, or podcasts that inspire you. Organize informal knowledge-sharing sessions where team members can discuss what they've learned and how it applies to their roles. Creating an environment where everyone feels safe to express their aspirations and fears can transform resistance into a collective journey toward growth. Remember, “The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.” — Ronald Reagan.

During these years I learnt to be patient and persistent. In other words as a leader it is important to allow time for adjustment. Definitely changes take time, and resistance may decrease as colleagues become more comfortable with the idea of promotion. It is important to continue providing support and encouragement, even if progress is slow.

I would like to add 2 more actions that true servant leaders should take: 1. Lead by Example. Demonstrate the behaviors and attitudes you wish to see in them. Show resilience, confidence, and a growth mindset in your actions. 2. Be Approachable. Maintain an open-door policy where they feel comfortable seeking advice or expressing concerns.