What do you do if your team members are resistant to your leadership?

I believe if you are experiencing resistance with your team then the thing to do is openly acknowledge you are feeling resistance and ask "Why?" This interaction will create a POWERFUL opportunity to gain their trust and respect provided you show them that you are genuinely open to the feedback and do not respond with any sort of defensiveness or dismissiveness. With every interaction you are either gaining, or diminishing their trust in you. You need to be highly sensitive to, and aware of how you seek and respond to their feedback. Openly pursuing discussion demonstrates your willingness to be a genuine leader and have the direct discussions you need to have, even when the topic is you. Great opportunity to demonstrate humility too!

If team members are resistant to leadership, i will take these steps: a.) Communicate openly: Address concerns, listen actively, and clarify expectations. b.) Build trust: Establish credibility, demonstrate competence, and show genuine care. c.) Foster collaboration: Encourage participation, value diverse perspectives, and promote teamwork. d.) Provide support: Offer resources, guidance, and opportunities for skill development. e.) Lead by example: Demonstrate integrity, resilience, and a commitment to shared goals. f.) Adapt your approach: Be flexible, responsive, and willing to adjust your leadership style as needed.

Es normal que cuando existe un cambio en el liderazgo, exista resistencia. Aun y cuando es "socialmente" inaceptable que las personas no se logren adaptar, es humano y para muchas personas complicado. En mi experiencia como mentora de liderazgo, hay muchas maneras de involucrar al equipo y transformar un ambiente toxico a uno colaborativo. ?He sido testigo de grandes logros!. Para empezar es necesario observar a nuestro equipo: son hombres, mujeres, edades, profesiones, etc. Estas variables son importantes para poder acercarnos de una manera propositiva con cada uno de ellos y nos ayudarán a trazar un plan de trabajo. Hay que recordar que cada generación o genero tiene intereses distintos y conocerlos nos da oportunidades para desafiarlos

Address team resistance by understanding root causes, fostering open communication, building trust, providing clarity, seeking feedback, leading by example, addressing concerns promptly, offering support, staying positive, and knowing when to seek help.

When facing resistance from team members, it's essential to address their concerns directly. Schedule one-on-one meetings to understand their perspectives and listen to their feedback without judgment. Acknowledge their apprehensions and work together to find mutually beneficial solutions. Transparency about the team's goals, objectives, and decision-making processes can help alleviate distrust. Foster an environment of open communication and collaboration to build trust over time.

Active listening is very important. However, if it's done too late, your team won't dare say things to your face, so it quickly becomes a toxic situation. It's very important to ask your staff what they think, what they'd like to see, or what they'd like to see changed. They are an integral part of the company and are the people on the front line. It's therefore important to take them into account, as this will make them feel valued and considered, so they'll be more likely to feel involved and work more effectively. If dialogue breaks down, don't hesitate to call in an external coach, who will support everyone on a one-to-one basis and as a team.

I think active listening is more than just hearing the words someone says; it's about understanding the emotions and concerns behind them. When faced with resistance from a team member, take the time to truly listen to their perspective without interrupting or immediately arguing against their points. Acknowledge their feelings and show genuine interest in their viewpoint. This can help you identify the root cause of the resistance and open the door to addressing the issue in a way that resonates with everyone on the team.

-in my experience if you restate the goals of the team/ company with the team member, you will remind them what we are trying to accomplish. You want to bring focus back to accomplishing the ultimate goal and how working together will make that happen. As Coach PJ Fleck put it “row the boat.” As a group we will accomplish more together going in the same direction. If something needs to be addressed, then let’s address it and get you back on the boat! Follow this up with setting expectations for the team member. Now they know where we are going, how we plan to get there and why it is important. They have had and will have the opportunity to be a part of the success as well as a voice if they feel indifferent.

Si hay problemas específicos que están causando resistencia, creo que es necesario abordar estas preocupaciones de manera transparente, proactiva y constructiva. Esto podría implicar solucionar problemas de comunicación, resolver conflictos entre miembros del equipo o abordar cualquier inquietud sobre el enfoque o la dirección del equipo. Esto por supuesto requiere un esfuerzo de tomarse el tiempo para escuchar las preocupaciones y opiniones de los miembros del equipo. Es posible que su resistencia esté relacionada con malentendidos, expectativas no cumplidas o problemas subyacentes que necesitan ser abordados.

When team members are resistant to leadership, it's important to engage in open communication and seek to understand the root causes of their resistance. As an executive coach, I would advise the following steps: 1. Listen to your team to understand 2. Clarify expectations 3. Provide support they need 4. Build trust 5. Empower your team 6. Address individual concerns 7. Recognize and reward positive behavior and progress 8. Seek feedback regularly 9. Be patient and persistent 10. Consider coaching or training Remember, as a leader, it's your responsibility to guide your team through challenges and help them succeed. Resistance is an opportunity to strengthen your leadership and improve team dynamics.

Analice estos 7 comportamientos APERTURA Estoy dispuesto a dar y recibir retroalimentación y actúo en consecuencia CUMPLIMIENTO DE ACUERDOS Entrego las tareas en el tiempo y con los compromisos definidos SINERGIA Expreso interés en colaborar y ofrezco ayuda cuando mi equipo lo requiere INFLUENCIA Puedo influenciar de manera positiva a otros dentro y fuera de la equipo, para lograr los objetivos,sin necesidad de usar el poder o jerarquía GERENCIA Garantizo el logro y termino lo que empiezo. Hago que las cosas se hagan, cuidando el balance entre clima y resultados ENFOQUE EN LA SOLUCIóN Hablo y actúo para generar soluciones efectivas IINTEGRIDAD Reconozco mis errores, muestro coherencia entre lo que digo, pienso, siento y hago en el equipo

Sí y sobre todo, ver si realmente estoy ejerciendo un liderazgo de servicio. No se lidera para uno, sino lideras para otros. ?Está realmente integrado cabeza, corazón y manos al servicio del equipo? ?Qué implicaciones tiene en términos de apreciación a cada miembro, humildad, respeto, parciencia...?