You're facing resistance to change from a team member. How do you build trust in this situation?

O Dale Carnegie, um dos maiores autores de relacionamentos, tem uma máxima que diz "se você quer tirar mel, n?o espante as abelhas." e o mesmo vale para um princípio dos 7 hábitos das pessoas altamente eficazes do Stephen Covey: "primeiro compreende, depois seja compreendido". Ou seja, quando você enfrente resistencia de um membro do time que reluta em mudar o primeiro passo é compreender o que leva este pessoa a resistência. Ajudar ela a explorar os medos, que as vezes podem até n?o estar claros para ela mesma, pode mostrar um caminho mais sustentável e harm?nico para todos e proporcionar movimento para a mudan?a.

This one is tricky for sure... As a manager, you must find out why there is resistance. Ask the person to explain what they fear most and show them a genuine interest in helping them to overcome their fears.

Remember, its not always what it seems to be about. Get to know them personally and listen to what they are saying. Enable them to build trust with you by treating them as person, not just a team member. Without it feeling like an interview, engage with them and ask follow up questions. Remember Rome was not built in a day, nor is a meaningful relationship

To build trust with a resistant team member, listen to their concerns and show empathy. Explain the benefits of the change clearly, and involve them in the decision-making process to make them feel valued and heard.

Overcoming resistance to change requires a combination of empathy, clear communication, and trust-building strategies, such as: Active listening- Give team members a platform to express their concerns without interruption. Empathy- Show understanding and validate their feelings. You don't have to agree with them, but you can acknowledge their perspective. Identify Root Causes- Determine the underlying reasons for resistance, whether it's fear of the unknown, workload increase, or perceived loss of control.

Explain the reasons behind the change, highlighting the benefits and address how it aligns with the team's goals. Use straightforward, jargon-free language to ensure everyone understands the message. Provide detailed information about the implementation process, timelines, and what is expected from each team member. Encourage questions and be prepared to offer honest, thoughtful responses. Regularly update the team on progress and any adjustments to the plan. By maintaining open lines of communication and being approachable, you alleviate uncertainties and demonstrate that you are invested in their understanding and comfort. This approach fosters trust, eases resistance, and facilitates a smoother transition during times of change.

The biggest win you can get if you can turn around someone who resists. They will be your biggest advocate, if you succeed. Therefore bringing them into and giving them a meaningful role. E.g. can you take my concept apart and what would be potential ways to solve these gaps. Another point could be working out tactics of a piece of the works and being responsible for the execution. These all leads that they will feel part of the work and resisting your own work is so much harder than your own.

Involve them in the change process by seeking their input and valuing their opinions. Create opportunities for them to contribute ideas and solutions, making them feel like an integral part of the transition. Assign meaningful roles and responsibilities that align with their strengths, showing trust in their abilities. Provide training and resources to equip them for the new challenges, and encourage a collaborative environment where their contributions are recognized and celebrated. By actively engaging them and giving them a sense of ownership, you reduce resistance and build trust. This inclusive approach fosters a positive attitude toward change, making the team member feel valued and more likely to embrace new initiatives.

Begin by offering clear guidance to help them navigate the transition, such as training sessions, mentoring, or access to relevant tools. Show empathy by actively listening to their concerns and providing reassurance that support is available whenever needed. Establish regular check-ins to discuss their progress, address any difficulties, and adjust support as required. Recognize and celebrate their efforts and improvements to build confidence and reinforce positive change. By demonstrating a genuine commitment to their success and providing consistent, practical support, you foster trust and facilitate a smoother adaptation to change. This approach helps alleviate anxiety and resistance, making the team member more receptive and engaged.

Oferecer apoio é essencial, mas mais do que recursos e treinamento, acho importante demonstrar essa disponibilidade que você mencionou. Que tal agendar um bate-papo individual com essa pessoa, mostrando que você realmente se importa com as dificuldades dela e que está ali para ouvir e ajudar? E sabe o que pode ser mais poderoso do que simplesmente dizer que está ali para ajudar? Perguntar como você pode ajudar. às vezes, a pessoa só precisa desabafar, outras vezes, ela pode ter sugest?es valiosas sobre a mudan?a. A chave é manter um diálogo aberto e honesto, mostrando que você valoriza a opini?o dela e que est?o juntos nessa jornada. é como diz o ditado: 'Ninguém solta a m?o de ninguém'.

Reconhecimento - inclusive de pequenas vitórias - é fundamental, especialmente quando alguém está resistindo a mudan?as. é como se você estivesse construindo uma ponte de tijolos: cada pequena vitória é um tijolo que aproxima o resistente do outro lado. Só tome cuidado para n?o parecer for?ado ou superficial. O reconhecimento precisa ser genuíno e específico para o esfor?o da pessoa, sen?o pode ter o efeito contrário e aumentar a resistência. Se feito com sinceridade, mostra que você está atento e valoriza o esfor?o dela, abrindo caminho para a confian?a.

I truly believe that celebrating milestones and appreciation of what was achieved is fundamental for success. Especially if you work in part of the business where you solve hard problems. I e.g. introduce in my weekly team meeting time for appreciation and celebration. Each team member had to share theirs from this week.

What impact does trust have on professional relationships? Trust is crucial in professional relationships as it fosters open communication, collaboration, and mutual understanding. High-trust environments lead to increased productivity, energy, and employee retention. Building trust involves transparency, authenticity, and consistent actions. Posts about impact of trust on professional relationships How can collaboration enhance professional growth? Collaboration enhances professional growth by fostering knowledge sharing, innovation, and skill development. It creates opportunities for networking, mentorship, and learning from diverse perspectives. Collaborative environments encourage teamwork, problem-solving, and continuous improvement

Criar um ambiente colaborativo é uma a??o essencial e inteligente para lidar com a resistência. é muito mais fácil remar contra a maré sozinho do que em grupo, né? Deixar essa pessoa trabalhar lado a lado com quem já abra?ou a mudan?a pode ser a chave para abrir a mente dela. Afinal, nada como ver na prática os benefícios e ouvir as experiências positivas dos colegas. Mas, para a mágica acontecer de verdade, lembre-se: o diálogo aberto e honesto é fundamental! Desenvolva a autoconfian?a, demonstre ser confiável, confie nas pessoas e ent?o, conquiste a confian?a entre o time. Incentive sua equipe a compartilhar seus conhecimentos, dúvidas e até mesmo seus receios. é nesse espa?o de troca que a resistência vai se dissipar naturalmente.