As a coach, I've observed that understanding their concerns is key. Begin by actively listening to their apprehensions and reservations, validating those perspectives. Next, present data-driven evidence illustrating the positive impact of the proposed restructuring, and demonstrate how it aligns with organizational goals. Share case studies or success stories to reinforce the benefits of the change. Collaboratively develop an adaptation plan, ensuring the team leader feels involved in the decision-making process. By fostering a sense of ownership, you build trust and enable them to become champions for change.

I would ask my team leader to reflect on what really creates their resistance to restructuring. Is it about fear of the unknown, job security, their comfort with the status quo or something else? Depending on their feedback, I would create a safe space for open dialogue, explaining the professional and potentially their own benefits of such change and the bigger picture, which they may not be able to see. I would definetely involve them in the process, so that they can contribute their ideas and solutions. Would love to hear from you what one specific aspect of the restructuring you wish to achieve may be beneficial to your team leader?

When a team leader resists restructuring, communication and perspective are essential. Guide them by presenting data-driven outcomes, demonstrating how similar changes have led to improvements. Listen actively to their concerns to address hesitations directly. Highlight the benefits, focusing on how restructuring can ease workloads and enhance results. This approach fosters understanding and collaboration, paving the way for smoother transitions and more effective outcomes.