Handling a team member’s resistance to a consulting strategy requires empathy, patience, and clear communication. Start by actively listening to their concerns—understanding their perspective can reveal valuable insights or misunderstandings. Address their points with transparency, explaining the reasoning, benefits, and potential impacts of the strategy. Involve them in refining the approach; when people feel heard and included, they’re more likely to engage positively. Maintain professionalism but show genuine care for their viewpoint—resistance often stems from uncertainty, and with the right support, it can transform into collaboration and buy-in.

As a leader at StrategyWerks, I see pushback as a signal, not a setback. When a team member resists a consulting strategy, I lean in, not push back—because understanding their perspective can unlock better solutions. ? Empathy First: I listen, not just to respond, but to understand the “why” behind their reluctance. ? Collaboration Over Dictation: Instead of enforcing, I involve them in refining the approach. A sense of ownership changes resistance into commitment. ? Proof Over Promise: Real data, case studies, or a small test run often break doubts faster than explanations. A powerful lesson I’ve learned? The best strategies don’t just work on paper—they work when the team believes in them.

??Listen actively to understand their concerns and motivations. ??Clarify how the strategy aligns with team goals and benefits them. ??Encourage open discussions to address fears or misconceptions. ??Provide training or resources to boost confidence in the new approach. ??Involve them in decision-making to foster a sense of ownership. ??Be flexible and open to feedback, adjusting where necessary. ??Highlight small wins to build trust and demonstrate effectiveness.

Address their concerns with empathy and curiosity. Ask open-ended questions to understand their resistance. Clarify the strategy’s rationale and how it benefits the team. Acknowledge their perspective while reinforcing shared goals. Offer data or examples to build confidence. Involve them in refining the approach to foster ownership. If resistance continues, provide support, coaching, or compromise where feasible. Maintain open communication, emphasizing collaboration and the bigger picture to align them with the strategy.

Understand their resistance through direct conversation. Explain the strategy’s benefits and align it with team goals. Listen to their perspective and find common ground. If resistance continues, set clear expectations and hold them accountable.