What do you do if your team is resistant to change?

Product mgmt. teams need to serve as change agents, innovators, & build collaborative relationships with all functions. If product mgrs., or any team member are not looking to identify, drive, and implement “justified” change to a product line, product, or how product operations function in a company, as a leader it's time to address roster changes. However, if there is resistance to change when a specific “why”, “problem”, and “outcome to deliver” are not present, discussions between leader and team member(s) are justified and appropriate. Last, the leader & team need to be effective at setting the pace of ‘change management’ for products and processes they own.

To handle this situation, I would introduce an experiment "One change at a time". I would encourage my team members to implement the proposed change for one day. This would be a temporary shift which will allow the team to experience the difficulties and benefits simultaneously without permanent commitment. Later, we would have a team discussion to share the feedback. This experiment would help team members to see the positive aspects of the change and how it can be managed effectively. It would also demystify the fears and foster a culture of innovation.

I believe there are 5 steps in enabling teams to accept changes in a scrum team. I. Identifying the main course of the resistance by speaking to respective team members and identifying the cause of the resistance. II. What can be done to enable acceptance of the changes. III. Exploring different options by presenting various option in facilitating a workshop where the benefits of changes will be clarified. IV. Have an agreement on the selected options. V. I regularly check on the team member(s) to ensure they stick to agreement to be sure there are no more resistance.

1. Acknowledge Concerns: Recognize and validate the fears and apprehensions of team members regarding the proposed change. Understanding their specific concerns helps in empathizing with their perspective and addressing them effectively. 2. Provide Reassurance: Offer reassurance by emphasizing the potential benefits of the change and addressing any misconceptions or uncertainties. Communicate transparently about the support systems in place and the steps taken to mitigate risks, helping to alleviate fears and build trust within the team.

When faced with team resistance to change, it's crucial to recognize and understand the underlying fears driving this resistance. Whether it's fear of the unknown, failure, or additional workload, acknowledging these concerns is essential. Foster empathy and create a supportive environment where team members feel comfortable expressing their apprehensions. By addressing their fears directly, you validate their feelings and gain insights into their reservations. Utilize this understanding to adapt your approach, ensuring clear communication and providing necessary support to help alleviate their worries and foster a smoother transition.

1. Highlight Benefits: Clearly articulate the advantages and opportunities that the change brings, emphasizing how it aligns with the team's goals and objectives. Illustrate how the change will enhance efficiency, productivity, or job satisfaction, fostering a sense of value and purpose among team members. 2. Showcase Impact: Demonstrate the tangible impact of the change on the team's work processes, outcomes, or professional development. Provide examples or case studies showcasing successful implementation of similar changes in other contexts, inspiring confidence and illustrating the potential value of embracing the change.

If your team resists change, it may indicate a reluctance to learn and a lack of motivation. Embracing new tools and opportunities for growth fosters a culture of innovation and adaptability, ultimately driving success.

Ao adotar uma abordagem empática e centrada no valor para os indivíduos da equipe, podemos transformar desafios em oportunidades, promovendo uma cultura de adapta??o e crescimento contínuo.

Effectively communicating the value of change is essential in overcoming resistance. Articulate why the change is necessary and how it aligns with team goals. Highlight the benefits it brings, both to the company and individual team members. Will it streamline work processes, offer opportunities for growth, or lead to more engaging projects? By emphasizing positive outcomes and personal gains, you can shift the team's perspective from apprehension to opportunity, making them more receptive to the proposed changes.

Sometimes resistance to change is due to personal perspectives and issues, other times it is more organizational. People want to feel like they are part of a community and are respected. When you take a perspective of trying to get everyone to take a personal interest in the success of a change, having 'buy-in' from all involved is a game changer. Working to involve everyone is definitely time-consuming and can lead to more conflict. But the rewards of a team/department/organization that embraces change is immense.

Product Management is ever evolving, hence train your team to always embrace change so as to stay updated in the industry trends. One of the very best ways you can make them to stop resisting changes is exposing them to different trainings both online and physical ones. These trainings should cover all the skills and current skills and software to adopt I the field. Invest in empowering them with acquiring more skills and certification, then you will discover that they won't hesitate to welcome change again but would rather be embrace adaptability and continuous learning in the filed.

Change is not always positive. There is negative change which should be avoided. So, understanding why is crucial. The moment you get that understanding, you can evaluate the assumptions and fears of the team. One way to get people onboard is to make them see it as an experiment or an adventure. If it fails, we revert, if not - beautiful.