To gain buy-in during a major transition, especially with a skeptical team, I start by involving them early and being upfront about the why. I lay out a clear vision, connecting the changes to our shared goals and showing what’s in it for them. Being transparent about both the challenges and the opportunities is key, it builds trust and shows I’m not sugarcoating anything. I keep communication open and make space for their input, so they feel heard and valued. With purpose, honesty, and mutual respect at the center, I turn skepticism into commitment.

Ask all the questions! Sometimes it takes some digging to get to the root of the skepticism. Start with small groups that do related work. Ask about main concerns, and then ask more questions to get to the heart of the matter. If you have a few that are more resistant to the change, you can set one-on-one sessions, providing space to speak freely. When you more clearly understand where concerns are coming from, you'll have the following results which can help you gain stakeholder buy-in: - You can identify where the change may actually solve some of the team's pain points or frustrations - You're better equipped to handle team concerns with empathy - Your communication, engagement for team decisions, and support level will all benefit