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What do you do if your team is resistant to change during a Culture Change career?

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Change is seldom easy, especially when it comes to altering the culture of a workplace. As you embark on a journey to shift your team's norms, values, and behaviors, you may encounter resistance. It's a natural response to the unknown, but it can be managed with the right approach. Understanding why your team is hesitant, communicating effectively, and leading by example are just a few strategies you can employ to ease the transition and foster a more adaptable and innovative organizational culture.

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Enza Artino

Enhancing organization, talent and performance at global level
Tom Morley

Activated the 80s with David Bowie and Scritti Politti. Team Builder. Retro Futurist raising the roof.

1 Understand Resistance

When faced with resistance, your first step is to understand its root causes. People often resist change due to fear of the unknown, loss of control, or the belief that the change is unnecessary or will negatively impact them. Engage with your team members, listen to their concerns, and validate their feelings. By acknowledging their apprehensions, you create an environment of trust where open dialogue can lead to finding common ground and a shared vision for the future.

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Enza Artino

Enhancing organization, talent and performance at global level
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Foster a culture of change is possible if the organisation invests on their leadership model and peer to peer communication plan. Provide examples of positive experiences and lessons learned could raise interest toward change. Helping people open their mind seeing and accepting different scenarios is a must have for companies that want to face market changes. Companies are made by people and if people aren’t able to change, the company cannot evolve.

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Tom Morley

Activated the 80s with David Bowie and Scritti Politti. Team Builder. Retro Futurist raising the roof.
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The first line of the chorus in David Bowie's song, 'Changes' is, "Turn and face the strange". The strange. In a world where compliance is encouraged to keep things in order facing the strange may seem like a paradox when it comes to culture change at work. However, 'disruption' has been popular for the past decade and there can have been no bigger disrupter than covid and lockdown. Consequently there is either a move to 'get back to normal' or quit quietly. Who would have thought the tables could turn so quickly from a respected 'command and control' leadership style to one of 'deep listening and compassion' out of necessity to retain staff. Keep talking onsite and offsite where all the team's needs are met. It's the best investment.

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2 Communicate Clearly

Clear communication is critical during times of change. You need to articulate the reasons behind the culture shift, the benefits it will bring, and how it will be implemented. Ensure that your team understands not just the 'what' and the 'how', but also the 'why'. Transparency can reduce uncertainty and build support for the change. Regular updates and opportunities for feedback can help keep everyone aligned and informed throughout the process.

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3 Lead by Example

As a leader, you must embody the changes you want to see. If you expect your team to adopt new behaviors or attitudes, you must demonstrate them yourself consistently. This can mean stepping out of your comfort zone and showing vulnerability, which can encourage others to do the same. Your actions will set the tone for the culture you wish to create and will serve as a powerful motivator for your team to follow suit.

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Tom Morley

Activated the 80s with David Bowie and Scritti Politti. Team Builder. Retro Futurist raising the roof.
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As a leader it's easy to change your behaviour when the sun shines and you're in a good mood but remember, trust arrives on foot and leaves on horseback. One quick storm and you'll be breathing the dust of your team's equestrian exodus. The changes you model need to be structural, not cosmetic. That means 'respond, respond, respond', not 'respond, respond, react'. When the going gets tough the tough get, specific. There are changes that are good for you personally and there are changes that are good for the team as a whole. When I learned to play the guitar, as a teenager, I didn't learn individual chords, I learned songs out of the Bob Dylan songbook. Within a fortnight I was jamming with friends. Make it fun and it will last forever.

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4 Empower Employees

Empowerment is key in overcoming resistance to change. When team members feel they have a say in the process and can contribute their ideas, they're more likely to take ownership of the change. Provide opportunities for your team to participate in decision-making and problem-solving related to the culture shift. This not only harnesses their collective expertise but also helps them feel valued and invested in the outcome.

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5 Provide Support

Implementing a new culture often requires new skills or adjustments to current workflows. Offer your team the support they need through training, resources, and encouragement. Recognize that setbacks may occur and be prepared to provide additional assistance or adjustments as needed. Celebrating small wins along the way can boost morale and reinforce the positive aspects of the change.

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Luisa Bernhardt Franco

| Cultura organizacional | RRHH | HR influencer 2022/23/24 | Desarrollo y bienestar organizacional | Team Building | Consultoría en LinkedIn | Formaciones corporativas | Speaker | Más de 3000 colaboradores impactados |
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Para apoyar eficazmente la implementación de una nueva cultura organizacional, considera estas estrategias clave: Dise?a programas de formación ajustados a las nuevas habilidades requeridas. Crea una biblioteca de recursos (manuales, vídeos) para consulta fácil. Asigna mentores para orientación personalizada y apoyo. Asegura canales claros para expresar preocupaciones y feedback. Ofrece acceso a servicios de consejería y talleres de manejo del estrés. Celebra logros individuales y grupales para reforzar el cambio positivo. Proporciona evaluaciones regulares y constructivas. Ajusta los planes de apoyo según las necesidades y el feedback del equipo.

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6 Maintain Momentum

Finally, it's important to maintain momentum once the initial changes have been made. Culture change is a continuous process, not a one-time event. Continue to reinforce the new behaviors and practices you've introduced, and be open to ongoing feedback and adaptation. Sustained effort and attention will help solidify the new culture and ensure that it becomes an integral part of your team's identity.

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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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What do you do if your team is resistant to change during a Culture Change career?

1

2

3

4

5

6

7

1 Understand Resistance

2 Communicate Clearly

3 Lead by Example

4 Empower Employees

5 Provide Support

6 Maintain Momentum

7 Here’s what else to consider

Culture Change

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What do you do if your team is resistant to change during a Culture Change career?

1

2

3

4

5

6

7

1 Understand Resistance

2 Communicate Clearly

3 Lead by Example

4 Empower Employees

5 Provide Support

6 Maintain Momentum

7 Here’s what else to consider

Culture Change

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