Team resistance—like trying to get a cat into a bathtub. Start by acknowledging their feelings (because, apparently, change is a four-letter word). Involve them early in the process, letting them feel like they’re part of the decision, even if you’ve already made up your mind. Offer incentives, like a sense of achievement or the illusion of control—maybe throw in a pizza party if you’re feeling generous. If all else fails, remind them that the only thing more resistant than them is Wi-Fi in a basement.

In my experience if people understand the reason for change, they are less likely to resist it, knowing its inevitable. However, if the change is structural involving significant adjustments in role and day-to-day activity, that might not stop them for being demotivated or starting to look for new opportunities, which should not be seen as bad. As an example the team might transition to be more client facing but you have a few members who are introverts, they might be very good at their jobs and might be willing to give it a try but given their personalities, they might find the job too stressful and want to seek more back-office roles. The most important thing is to understand your team skills and preferences and plan accordingly.

When encountering resistance to change, I focus on fostering understanding, collaboration, & inclusion to turn pushback into participation. First, I actively listen to team members' concerns to understand their perspectives & identify underlying issues. I then communicate the why behind the changes, emphasizing benefits for both the team & the organization. To build trust, I involve resistant members in the change process by seeking their input, assigning roles that leverage their expertise, and providing opportunities for ownership. By creating an open dialogue and demonstrating that their voices matter, I can transform resistance into a shared commitment to progress.

Adopt open strategy, actively listen to and engage with key stakeholders early on, gain their commitment and buy-in, involve them in the planning process, and have them own the implementation for their respective functions/units.

Resistance often stems from fear, lack of clarity, or feeling unheard. Begin by creating psychological safety through open dialogue. Use coaching techniques like active listening and powerful questioning to understand their concerns and motivations. Ask: "What about this change feels challenging?" or "What would make this transition easier for you?" Validate their emotions while reframing resistance as an opportunity for collaboration. Involve them in problem-solving by inviting ideas and co-creating solutions. Leverage their strengths and emphasize their role in shaping the outcome, fostering ownership and engagement. With empathy and empowerment, resistance can transform into alignment.