What do you do if your team members are resistant to change?

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Change is an inevitable part of any organization, but it can often be met with resistance from team members. As a leader practicing servant leadership, your approach to this resistance is crucial. Servant leadership is a philosophy where the main goal of the leader is to serve. This is different from traditional leadership where the leader's main focus is the thriving of their company or organization. Here, you'll discover strategies to address and overcome resistance to change, ensuring a smoother transition for your team and organization.

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Ari DeGrote

Impact Leadership Catalyst | Empowering 1M Leaders to Align with Purpose & Ignite Global Change | Transforming…

1 Understand Fear

Resistance to change is frequently rooted in fear. Your team members might be worried about their job security, the new challenges they will face, or the unknowns that come with change. As a servant leader, it's your job to listen empathetically and validate their feelings. By acknowledging their concerns, you create a supportive atmosphere where fears can be openly discussed and addressed. This initial step is critical in building trust and paving the way for a more receptive attitude towards change.

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Ari DeGrote

Impact Leadership Catalyst | Empowering 1M Leaders to Align with Purpose & Ignite Global Change | Transforming Individuals, Teams & Organizations
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I make a point to go to them individually (ideally setting up time so they are not blindsided and can prepare if they'd like). I approach with the intent to listen and understand. Often I've noticed the person is not feeling heard or understood in these circumstances. I want to understand what is at stake from their perspective and what they see as their highest hopes and their deepest fears if things go "right" or "wrong". What might the group be missing? What pieces resonate with them from the other side of the spectrum? A tool or framework I love for these tough situations is the "Ladder of Inference". We can walk up and down the ladder together for discovery and learning.

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2 Communicate Vision

Change can be disorienting without a clear vision. It's your responsibility to articulate the reasons behind the change and the benefits it will bring. Explain how the change aligns with the team's values and goals, and how it will contribute to the greater good of the organization. Effective communication is a two-way street, so encourage feedback and questions. This ensures that everyone understands the vision and can see their role within it.

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3 Involve Everyone

Involvement fosters ownership. When team members are involved in the change process, they're more likely to support it. As a servant leader, involve your team in planning and decision-making as much as possible. Give them a voice in how the change will be implemented. This not only taps into their expertise and creativity but also helps mitigate resistance as they become active participants rather than passive recipients of change.

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Ari DeGrote

Impact Leadership Catalyst | Empowering 1M Leaders to Align with Purpose & Ignite Global Change | Transforming Individuals, Teams & Organizations
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The question is how do you create alignment and bring people along? I greatly enjoy gathering and solidifying the early adopters and those already on board. Then I go to the opposite end of the spectrum to the hard resistors. I seek to understand and approach with curiosity about what they risk losing, hearing their why for hanging on. When possible I integrate those approaches and viewpoints. Often, I gain a couple of very supportive people from that very resistant group and they are incredibly valuable going forward in sharing the communication/vision and having conversations with those who are skeptical. This brings greater more cohesive alignment.

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4 Provide Support

Transitioning through change can be challenging. As a leader, you must provide the necessary support and resources your team needs to succeed. This could mean offering training to develop new skills or creating a mentorship program to guide them through the transition. Remember, servant leadership is about enabling others to perform at their best. By investing in your team's growth and development, you help ease the stress of change.

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5 Model Adaptability

As a leader, you set the tone for how change is perceived. Demonstrating adaptability and a positive attitude towards change is contagious. Model the behavior you want to see in your team by embracing change and showing resilience in the face of setbacks. Your example will inspire your team members to adopt a similar mindset, making them more open to new ways of thinking and working.

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6 Celebrate Progress

Recognizing and celebrating progress is vital in maintaining momentum and morale. Celebrate both small wins and major milestones as your team works through the change. This not only reinforces the positive aspects of the change but also shows your appreciation for your team's efforts. As a servant leader, your recognition can go a long way in motivating your team and reinforcing their commitment to the change initiative.

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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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Andrzej Stasiecki, MBA

General Management | Country Management | Regional Commercial Management | P&L Management | Commercial Excellence | Risk Management
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I talk to them. Ask about their feelings and then ask about their thoughts? After that I ask them how we can move forward with this change. Base on their input we can adjust communication, the way we implement the change, involve team more or even make them to drive the change

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What do you do if your team members are resistant to change?

1

2

3

4

5

6

7

1 Understand Fear

2 Communicate Vision

3 Involve Everyone

4 Provide Support

5 Model Adaptability

6 Celebrate Progress

7 Here’s what else to consider

Servant Leadership

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What do you do if your team members are resistant to change?

1

2

3

4

5

6

7

1 Understand Fear

2 Communicate Vision

3 Involve Everyone

4 Provide Support

5 Model Adaptability

6 Celebrate Progress

7 Here’s what else to consider

Servant Leadership

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