Handling team pushback while managing stress requires a balanced approach. Drawing from my experience in HR transformation and executive coaching, the first step is to acknowledge and actively listen to the team's concerns without dismissing them, validating their feelings fosters trust and open communication, which can help defuse resistance. I encourage collaborative problem-solving by involving the team in creating solutions and taking ownership of the change process. Transparent communication helps alleviate the fear of the unknown; I ensure that the vision, purpose, and benefits are clear, address questions, and provide regular updates, offering support to help ease the transition. I manage resistance with empathy and collaboration.

Fear of change is deeply rooted in human beings. Our brains are designed to avoid it. Early and extensive information won’t do the trick. It how people feel about the change that makes all the difference. The teams need to sit down and share their individual responses to the proposed change, connecting human to human, as this creates trust and openness which is an antidote to fear. I’d suggest a three hour Immunity To Change-session to go forward. It’s the most effective and valuable method I use to help leaders get unstuck with resistance, and when seeing progress the leaders own levels of stress diminishes.

Take time with each of them to understand where their hesitation comes from... Is it fear of change? Is it a lack of trust? Is it a lack of understanding? When you gather that understanding from each individual then you can find a way to garner buy-in by addressing that barrier and removing it for them. I once had an individual block a project six months in discussion, a week before the launch. He just wanted to be heard and wanted special attention, to feel like he was an important part of the process, so I gave him that and suddenly there was no block any more.

As a Leader, you know your Team and their capabilitites: soft and hard skills. In this case, soft skills are required. No matter if they have 5 years or 1 month working with you, it′s a must you know who is who when changes are coming. The bond of trust is a key element. Once you reach a high level of trust, the change(s) to be made will be navigated as a team and not individuals. Each one will know how to support each other because there is nothing stronger than trust. Life itself is about adaptation to changes everyday.