As talent services professionals, we must constantly align with evolving market trends to stay relevant. Yet, resistance to change within teams can be a challenge. When faced with this, I emphasize the long-term benefits and opportunities that change brings for our university partners. I encourage open dialogue, sharing data-driven insights and success stories to illustrate the potential positive outcomes. We of course look at the challenges as well and discuss strategies to tackle them. By fostering a culture of continuous learning and agility, we empower our teams to thrive in shifting landscapes.

What I have found helpful when others are resistant to change - is lead by example. Once they see you making the changes it becomes less scary for them. As well as educating and training them on the changes needed and why it is in their best interest and benefit to do so. Team challenges are wonderful incentives as well, making the transition a little more fun. If you lighten it up a bit, it relieves the stress for everyone.

Resistance to change will always come if you haven't discussed/debated the final output of activities you are planning to do with your team. Once you have conversation with them clear all doubts it will be much simpler journey and resistance will be lower.

To convince your team to embrace new market changes, start by fostering open communication. Share data and insights that highlight the benefits and necessity of adapting to these changes. Encourage team members to voice their concerns and actively listen to their feedback. Present success stories from competitors or industry leaders who have thrived by adapting. Involve the team in the decision-making process, allowing them to contribute ideas and solutions. Offer training and support to ease the transition. Finally, emphasize the potential for growth and innovation, making it clear that adapting is essential for the team’s success and sustainability.