Your team is resistant to change. How can you cultivate a culture of open communication?

Foster an environment where team members feel safe to express their thoughts and concerns without fear of retribution. Emphasize that all opinions are valued. When someone voices push-back, listen actively and acknowledge their perspective.Embrace and highlight the importance of diverse viewpoints within the team. Encourage members to share their unique perspectives, which can lead to innovative solutions. Encourage team members to frame their push-back as constructive feedback. Help them focus on solutions rather than just problems.When push-back arises, invite the team to brainstorm alternative solutions or compromises.

What is the underlying emotion behind resistance? Usually it's fear or anger (but that's another story)! And sadly fear is contagious, so let's take one step back to change management, a"stakeholder analysis" will come in handy to flag out the most impactful members of the team and define the communication way that will address their fears. On another note, sometimes it's a misunderstanding issue, the team must be able to "safely" ask "Stupid" questions. Do not ignore the push-back or assume it will die out with time, it's always the sooner, the better when it comes to addressing the elephant in the room.

All changes are outcome of a failure, or an assumption leading to a failure. Placing the facts and providing insights of the possible outcome post the change will help the team contribute positively. Acknowledging the fear factor of the team and engaging with the team to move forward with actions.

Conduct meeting with team to ,understand the issue behind the straggling, open safe space, transparent discussions , to provide there thoughts. Set clear achievable aim with deadline , objectives, process. Using segment strategy , small individuals taskes with handover it will help to to achieve your difficult object .