First, I take the time to understand the reasons behind the resistance whether it’s fear, uncertainty, or a lack of understanding. This helps me address concerns directly. Then, I engage the team in the process by highlighting the benefits of change and showing how it aligns with both individual and collective goals. I also involve key team members in decision-making, making them feel part of the solution rather than passive participants. By fostering a culture of openness, providing support, and celebrating small wins, I help shift the team’s mindset, ultimately driving the successful outcomes we need. Change isn’t easy, but with the right approach, it becomes an opportunity for growth.

Change can be hard to accept, especially when team members do not see the bigger picture. Communication is key in order for colleagues to fully understand why the change is warranted and how it addresses or solves a particular problem. Ensure that your team members see the vision behind the change and the rationale behind its implementation.

Change can be a tricky thing! But what we do know is, if we are well informed, and the lines of communication are open, we tend to be more receptive to the change. Team members just want to know that you value and respect them. With that, I do know there are sensitive matters that cannot be shared to the masses. For those examples, I try to do my best to share what I can and prepare them for what's to come- without necessarily sharing specifics. For example, if there are budget monitoring conversations going on, I may set up a meeting of the minds with my team, and encourage them to get creative and think of ways to engage our members/customers using less resources etc. Now they will be prepared once those mandates come down.

Change is not always easy, but it’s worth it when you see the progress, Sometimes, the hardest part is just taking that first step and the first step is to communicate clearly about why the change is necessary and how it will benefit both the team and the organization. Take the time to address their concerns and listen to their feedback—people want to feel heard. Involve them in the process by asking for their input and giving them a sense of ownership over the changes. Offer the right support, whether that’s training or additional resources, to make the transition smoother. Celebrate small wins along the way to boost confidence and show how the change is making a positive difference. Even small adjustments can lead to big improvements.

Change normally brings disruption, uncertainty and discomfort. Whilst challenging the status quo keeps your team and company growing, change resistant should be taken as a given and you need to plan it in advance. Ensure you communicate periodically and even when there are no news, communicate there are no news. Ensure people voices are heard and they have the information and support they need to navigate the change. Keep close contact and engage your A players, they will support with the change but their voice is not only to be heard, also taken into account. They may ping point solutions, risk management strategies and support with the engagement of the rest of the team.