You're facing a team member resistant to change. How can you effectively address their resistance?

Praticar a escuta ativa é a base para entender o motivo da resistência a mudan?a e poder gerar o plano que irá reverter a situa??o. O colaborador pode ter restri??es em rela??o ao que está sendo alterado / implementado por diversos motivos, como por exemplo desconhecimento da necessidade ou do ganho planejado, falta de expertise para executar ou simplesmente quebra de zona de conforto.

When addressing a team member resistant to change, start by understanding their concerns and motivations. Engage in open dialogue to listen to their perspective and acknowledge their feelings. Clearly communicate the reasons behind the change and its benefits to the team and organization. Provide support and resources to ease the transition, and involve them in the implementation process to foster a sense of ownership. Highlight past successful changes to build confidence. By being empathetic and transparent, you can help reduce resistance and encourage a positive attitude towards change.

When a team member is resistant to change, it may be because they are not really seeing the benefit of the change. Just explaining in words might be very difficult especially for someone who is as knowledgeable on a particular topic. What might really help here is to do the change incrementally and with an experimentation mindset. Instead of one big implementation, do it in a 1% manner (if it is a process update, for example, do it for just 1 task). Make sure to follow up with data on how that experiment went to show the actual benefits rather than the theoretical ones.

Um líder n?o pode apenas se contentar em dizer o que fazer, mas é fundamental explicar o por que deve se fazer. Qual o valor agregado? Por que aquele colaborador foi escolhido para fazer parte daquela mudan?a? O que vamos ganhar? Colaboradores precisam receber orienta??o e motiva??o, n?o apenas serem adestrados a cumprirem ordens.

O time que irá trabalhar na execu??o do plano de mudan?a precisa se envolver desde o início, colaborando com ideias e se envolvendo na elabora??o do plano. Isso traz seguran?a e engajamento ao time, evitando riscos de resistirem à mudan?a

Estar disponível e apto para auxiliar a equipe durante a mudan?a também é um item importante para evitar resistências. O time envolvido precisa estar seguro com possíveis entraves ou mudan?as de rota.

There are situations when a person is natively resistant to change. This is probably the best moment to keep being patient, to encourage, and to continuously show the benefits.

Effectively handling resistance involves showing genuine concern for people’s worries and taking practical steps to ease the transition. Leading by example can be particularly effective when it includes the following: Be Transparent: Communicate openly about the change and its benefits. Your honesty fosters trust and reassures team members. Practice What You Preach: Implement the new processes or tools yourself. Your example demonstrates how the change can be successfully integrated. Celebrate Progress: Acknowledge and reward small victories related to the change. Celebrating milestones boosts motivation and reinforces positive behavior.

Actually in the beginning we have to understand the reason of resistance. The new required process might be not practical and it needs some adjustment. So, we have to understand the reason of this resistance and clarify all the needed points with him to be clear. I believe after such clarification he will not resist since he understand the conflict points if any But if he resist and all the picture are clear for him and well known strategy By this case he is resisting the company strategic goal , by this way it need HR to be involved to take proper action against

Primordial que o líder da equipe que irá trabalhar na mudan?a seja o primeiro a acreditar no sucesso da empreitada, bem como esteja preparado para responder as perguntas dos que ainda est?o céticos com o sucesso.