When a team member is resistant to change, it's important to help them see it as an opportunity for growth, not a threat. One effective way to do this is to reframe the change as a chance for them to develop new skills and expand their capabilities. By highlighting the personal and professional development potential of the changes, you can shift their perspective from viewing it as an unwanted disruption to seeing it as a chance to improve and evolve. Explain how mastering the new skills or processes can enhance their value to the team and organization, making them more versatile and marketable.

Start by understanding what the reservation and resistance to change is stemming from. often the reasons for this can be deep rooted in past experiences. Help this team member develop a growth mindset by starting to accept change in the smaller things vs the big things. Patience is key for u and the team member. Ease the team member into slowly being open to change and willingness to try new things, and highlighting how the ability to learn new things can be a benefit to them in their career.

We as a coach need to understand the reason for the resistance. If the reason is brought out properly through some impactful questions, certainly awareness would be brought in. Once there is awareness, then the coaching journey becomes easier. For few coaches they may bring the awareness very quickly & few takes time. It also depends on the client's cooperation as well

"Change is Growth in Disguise!" When a team member resists change, approach the situation with empathy and understanding. Start by having an open conversation to explore their concerns and fears. Help them see change as a valuable opportunity by highlighting past successes that emerged from similar transitions. Use relatable examples to demonstrate how adapting can lead to personal and professional growth. Encourage a growth mindset by involving them in the change process, allowing them to voice their ideas and solutions. By framing change as a pathway to development, you’ll inspire them to embrace new possibilities with enthusiasm!

Je propose d’aborder ce changement de manière constructive : . écoute active : je prends le temps d'écouter ses préoccupations et ses résistances . reconnaissance des sentiments : je respecte son point de vue et prends en compte ses appréhensions . explication claire : je lui explique les raisons du changement ainsi que les bénéfices associés pour l’équipe et lui personnellement Pour l’impliquer dans le processus, je favoriserai des expériences interactives - en fonction de sa personnalité et de ses besoins spécifiques - à travers des activités : jeux de r?le (avec un r?le inversé), ateliers de brainstorming (sur des scénarios hypothétiques) ou des icebreakers axés sur le changement (comme ? Ce que j’aimerais changer dans mon travail ?).