What do you do if your team member resists change in building design?

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Change is a constant in the dynamic field of building design, where innovation and adaptability are key to success. However, it's not uncommon to encounter resistance from team members who may be set in their ways or hesitant to embrace new methodologies. When faced with such resistance, it's crucial to address the situation thoughtfully to maintain team cohesion and ensure project success. Here's what you can do if your team member resists change in building design.

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1 Understand Why

Resistance to change often stems from fear or misunderstanding. Before reacting, take time to understand the reasons behind your team member's reluctance. Engage in a dialogue to uncover their concerns. Are they worried about the implications of the new design on their workload or skillset? Do they have doubts about the effectiveness of the change? By showing empathy and listening, you can gain valuable insights that will help you address their resistance more effectively.

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Arc. Philip Okechukwu Nwankwo MNIA

Architect | Infrastructure Development Consultant | Construction Project Manager | Development Analyst
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Change is difficult most times. It requires more work and that in itself can be burdensome to the team. Therefore, we must establish a baseline and understand why the change is necessary and what exactly needs to be changed. This demystifies the process and makes the team more open to accepting it.

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2 Communicate Benefits

Once you understand the root of their resistance, clearly communicate the benefits of the change. Articulate how the new building design approach can lead to improved outcomes, such as increased sustainability, better client satisfaction, or more efficient workflows. Use examples and analogies that relate to their role and experiences. Your goal is to help them see the change not as a threat, but as an opportunity for personal and professional growth.

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Arc. Philip Okechukwu Nwankwo MNIA

Architect | Infrastructure Development Consultant | Construction Project Manager | Development Analyst
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I always establish within my team that as much as designs can be personal, they must be open to constructive criticism for it to be better. No design is above change or alterations. I know designers would prefer clients to accept our initial proposal but in more cases this is not the issue. Change to designs most times require deeper, critical and creative ways to meet the adjustment and as such, makes the design better.

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3 Provide Support

Introducing change can be daunting, so it's important to provide ample support. Offer training sessions or workshops to help your team member get up to speed with the new design methods. Pair them with a mentor who has successfully navigated similar changes. Ensure they have access to resources that can ease the transition. Feeling supported can turn a resistant team member into a change advocate.

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4 Create Ownership

Involving your team member in the change process can lead to greater acceptance. Encourage them to contribute their ideas and take ownership of certain aspects of the new design approach. This inclusion can instill a sense of pride and responsibility, making them more likely to embrace the change. When team members feel their input is valued, they're more inclined to support the overall vision.

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5 Set Expectations

It's essential to set clear expectations regarding the change in building design. Define what is expected from each team member and outline the timeline for implementation. Establishing clear goals and benchmarks provides a roadmap that can alleviate anxiety about the unknown. Consistent follow-up and feedback will help keep everyone on track and address any ongoing resistance.

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6 Celebrate Progress

Recognizing and celebrating progress is a powerful motivator. Acknowledge milestones reached and improvements made by your team member as they adapt to the new building design approach. Positive reinforcement can reinforce their commitment to change and encourage continued effort. Celebrating small victories along the way can lead to big successes in the long run.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Arc. Philip Okechukwu Nwankwo MNIA

Architect | Infrastructure Development Consultant | Construction Project Manager | Development Analyst
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When a project requires change, it is up to the team lead to create an atmosphere accepting of change. You do this by demystifying the change process and always keeping the team centred on the goal of the project. This mindset makes the team more accepting of changes either to scope (big change) or design alterations (small change).

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What do you do if your team member resists change in building design?

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1 Understand Why

2 Communicate Benefits

3 Provide Support

4 Create Ownership

5 Set Expectations

6 Celebrate Progress

7 Here’s what else to consider

Building Design

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