When a team is resistant to new leadership styles, it's natural for them to feel unsettled by change. Resistance comes from the thoughts and fears we create around the unknown. To help them adapt, start by understanding their concerns with compassion and openness. True change doesn't happen through force but through connection. When we lead from a place of calm and understanding, the team will begin to see that the new leadership style isn’t something to fear but an opportunity for growth. Trust in their innate resilience, and they will find their way through the transition.

I would see this the other way around as well. Not only do people need to be able to work with different leaders displaying varied styles, but leaders also need to be flexible in today's time. Different team members and situations would require leaders to adopt different styles to be effective. The leader has a vantage point and the experience to know what can be more effective in those situations. Getting stuck with the one style renders them to be quite ineffective - like a one trick pony that has no impact or utility beyond that single trick. Development in the true sense in an organization would be there when both team members and leaders understand different styles and can engage using a style that is most effective for a situation.

To help your team embrace new leadership styles during transitions, communication and support are key. Start by clearly explaining the "why" behind the change—how it aligns with organizational goals and benefits the team. This transparency fosters understanding and reduces uncertainty. Next, offer support and training to help the team adjust, ensuring they have the tools and knowledge needed to succeed. Lastly, encourage open feedback and dialogue, creating a safe environment for expressing concerns and suggestions. This approach not only builds trust but also gives team members a sense of ownership in the change process.

Change? You know, that thing everyone says they’re ready for until it shows up? Yeah, it’s never easy. To help your team adapt, ditch the corporate speak and be real about why this change matters. People need to know what’s in it for them. Next, train like you’re teaching a new game. Make learning hands-on and practical. Show them how these changes will make their lives easier. Finally, create space for a ‘complaint session.’ Let them voice frustrations, but then flip it—ask them how they would solve the challenges. Make them part of the solution, not just passengers. Resistance is just fear wearing a different outfit—meet it with empathy, clarity, and a little humor.

To help your team adapt to new leadership styles during organizational changes, start by clearly communicating the reasons for the change and its benefits. Show empathy by acknowledging their concerns and providing support. Involve the team in the transition process, seeking their input and feedback. Offer training and development opportunities to build their skills and confidence. Lead by example, demonstrating the new leadership style in action. Celebrate small successes and recognize their efforts. By fostering a culture of openness, collaboration, and continuous improvement, you can help your team embrace and adapt to the new leadership styles.