How can you work with a colleague who resists change?

In my experience people resist change because they have the fear of the unknown and they’re afraid to adapt, adopt and abort. They best way is to talk with them openly about the situation and what is happening. Have group discussions, brainstorming sessions, share success stories of other people and organizations who accomplish their goals by accepting change. Another important thing is to make sure that everyone understands and contributes in bringing change. Get team’s perspective and feedback on how to help everyone play their part in the process of making changes. It’s easier to accept challenges of change when people are on the same side. Remember, to succeed, don’t resist change but embrace change and accept the challenges head on.

Undoubtedly, the human inertia is stronger than mechanical inertia. From that logic, Newton's first law of Inertia(that a body resist the changes in it's present state of motion or rest & it's states can't be changed until/unless an external force is applied on it)perfectly applies on human tendencies. Hence it is but natural and quite obvious that the changes will always be resisted by our colleagues. However, the important thing to bring about change is "EXTERNAL FORCE" that need to be applied softly; First by explaining them why this change is needed? secondly listening to their perspective about the change in subject. This will give them enough opportunity to vent their fears/inhibitions, and their resistance to change will weaken

With due respect I want to put some points for your kind notice. 1.Scientific fact is that everything in the universe wants to remain in the zero energy level means they try to remain in the comfort zone. 2.When an external force is applied to excite them only then it starts changing. 3.Correct mechanism can change the existing position 4.Change maker must know how to excite, how to let them show positive result. Best regards, Md.Sjahjaham

Try this: start a genuine conversation to understand their concerns, share personal anecdotes of successful transitions, and co-create a roadmap for change. Empower them with a role in decision-making, and celebrate every small win together. Every journey is unique—find what resonates with your team. #ChangeChampions #CollaborationSuccess ??

Everyone is scared of moving from their comfort zone. Our brain is pre-wired to protect us, so if it senses that we are moving out of our safety bubble it will react. How does it do this, by inducing fear, making is feel uncomfortable and anctious. Empathy is probably the best way to start to address resistance to change. We have to look at the resistors as victims more than culprits. And help them to face their fears. Show them the benefits of the new way, and help them embrace the future. I have learned by experience that many time good coaching to these types of team members can develop them into the best performers in the team.

To handle such situations it is necessary to define vision, objectives, goals before implementing the change and provide required trainings, value feedbacks, encourage ideas, recognize efforts and accomplishment.

Definitely communicate effectively is a good approach. Im connection with I just add that before starting a change we may conduct a pilot project and then show a comparative chart among the employees then it will be more good for effective communications.

Apply positive psychology in communication. Emphasize your colleague's strengths, frame change as a growth opportunity, and use positive language to align with their goals. Foster collaboration and active participation. for example : "your excellent organizational skills are key to our success with the new project management system. This change is an opportunity for us to boost efficiency and collaboration. I value your input and look forward to discussing how we can make this transition seamless with your unique strengths."

Point 2: "Once you've gained an understanding of your colleague's reasons for resisting change, it's essential to communicate effectively. Start by sharing the benefits of the proposed change, focusing on how it can address their concerns or improve their work situation. Use clear and concise language, avoiding jargon or technical terms that might create confusion. Be patient and open to questions, providing ample opportunity for your colleague to express their thoughts and concerns. Tailor your communication style to their preferences, whether that's through one-on-one discussions, written documentation, or team meetings. The key is to maintain an open and respectful dialogue throughout the change process."

It's important at this point is to recognize change can feel like a lost even a death. This person/staff may be grieving the loss of a former life and you as a manager maybe a symbol of that pain and lost. You have to help that staff with the grief before you can continue the change.

Point 3: "Offering support and guidance is essential in helping a colleague adapt to change. Begin by making yourself available as a resource for any questions or concerns they may have. Provide them with relevant resources, training, or additional information that can ease their transition. Encourage them to share their challenges and offer assistance in finding solutions. Be a supportive presence, both professionally and emotionally, as they navigate the changes. Show that you're committed to their success and well-being during the transition, which can help alleviate their resistance and foster a more cooperative spirit."

Supporting colleagues through change involves empathy, clear communication, tailored resources, coaching, and recognition. Acknowledge their concerns, provide personalized training, and celebrate successes. Identify and help overcome barriers, offer constructive feedback, and be patient. Respect diverse learning styles to create a positive and inclusive change management process.

My poitns are: These goals should have three portion- Short term Intermediate Tertiary We always eager to see the outcomes of new changes. So if waiting period is too long people will be demotivated and frustrated.

Point 4: "Emphasizing common goals is a powerful way to align your efforts with a colleague who resists change. Highlight the shared objectives that both of you are working towards, whether it's improved efficiency, better customer service, or company growth. Help them see how the proposed change can contribute to these common goals. When individuals recognize that change is a means to achieve what they value, they are more likely to be receptive. Regularly revisit and reinforce these common goals to keep everyone on the same page and maintain motivation throughout the change process."

To successfully work with a colleague resistant to change, focus on common goals. Emphasize shared team identity, align the proposed change with organizational objectives, and highlight positive outcomes for both. Actively collaborate, seek input, and express appreciation for the colleague's contributions, fostering a more cooperative and constructive working relationship.

In the world of ppm, respecting differences is crucial when working with colleagues resistant to change. Embrace diverse perspectives as potential sources of innovation. Actively listen, show empathy, and communicate transparently. Find common ground, involve colleagues in problem-solving, and provide choices. Acknowledge contributions, seek continuous feedback, and lead by example. Celebrate successes to foster a positive attitude towards change.

Point 5: "Respecting differences among team members is essential for effective collaboration, especially when addressing resistance to change. Each individual brings their unique perspectives, experiences, and strengths to the table. Acknowledge and respect these differences, as they can lead to valuable insights and alternative approaches. When you show appreciation for diverse viewpoints, it creates a more inclusive and open environment. In discussions about change, welcome different ideas and be open to adjusting the change plan to accommodate valid concerns or suggestions. By respecting differences, you can foster a more harmonious and cooperative team dynamic during the change process."

In my cross-functional team experience, placing focus on open communication, empathy, and shared goals. Recognize contributions, promote collaboration, and stay flexible. Build trust through consistency, address conflicts promptly, and celebrate successes collectively.

In my experience, people resist change due to their fear of the unknown. Anyone who wants to implement change should consider bringing every staff member who will be affected by the proposed changes into their confidence and reassure them of job security, introduce change gradually. Each and every employee is different and therefore a flexible approach that will accommodate all is important, this is to ensure that every one of them participate based on their own abilities. Allow them to bring their own ideas on how well the change can benefit them and the company, allow them to co-lead the process as if it was their own noting that there are those who will deliberately sabotage the process.

Working with a colleague resistant to change can be challenging, requiring patience and strategic approaches. In my experience, I have had to try different approaches but here are some general steps to take. Begin by understanding their perspective and concerns, fostering open communication. Highlight the benefits of proposed changes and address their apprehensions. Establish a sense of shared goals to create a collaborative environment. Encourage small, incremental changes and celebrate successes together, gradually building a positive attitude towards larger transformations. Flexibility and empathy are key in navigating this process, fostering a supportive working relationship.