Always expect resistance! - Your team really cares. And has fear, uncertainty or doubt about the changes. - Involve them. Listen actively and ask about their concerns. Show empathy for their concerns. - Try to take their concerns away. - Help them when needed. - And keep on communicating!

Start by actively listening and acknowledging concerns where appropriate. If the team’s concerns are truly valid, they should be addressed. Once this is done (take the necessary time; don’t rush), discuss the detailed plan, highlighting responsibilities, ownership, and personal accountability. Stay closely involved to provide support and respond as needed.

Open communication channels to listen to their concerns and provide clear, transparent explanations for the change. Empathize with their situation and involve them in the process, allowing for their input to be considered in decision-making. Offer support and training to ease the transition, and highlight the benefits the change will bring to the team and the organization. By fostering a collaborative environment and demonstrating strong leadership, you can guide your team through the change initiatives and reduce resistance.

To navigate team resistance towards a structural shift, begin by fostering open communication. Encourage team members to express their concerns and feelings about the change. Organise meetings to discuss the rationale behind the initiative, emphasizing its benefits to the team and organization. Involve team members in the planning process to give them a sense of ownership and control. Provide training and resources to help them adjust to new roles or processes. Address their fears with transparency and support, and highlight success stories or quick wins to build confidence. Regularly check in with the team to gather feedback and make necessary adjustments, reinforcing your commitment to their success during the transition.

Navigating team resistance to a structural shift requires a thoughtful approach. Here’s how I tackle it: - Open Dialogue: I start by fostering open conversations to understand their concerns and address them directly. Active listening helps in empathizing with their viewpoints. - Transparent Communication: Clearly explain the reasons behind the structural shift, its benefits, and how it aligns with our goals. Transparency builds trust and reduces uncertainty. - Involve the Team: Engage team members in the change process by seeking their input and incorporating their feedback. This helps in gaining buy-in and making them feel valued.

Mudanças ocorrem e são necessárias, porém os colaboradores na grande maioria das vezes não as enxergam como benéficas. Isso se deve principalmente ao medo que é gerado em mudanças na estrutura de equipes e posições. Medo de tais mudanças ocorrerem no seu trabalho diário, de equipe ao até mesmo de perder seu emprego. Então cabe aos líderes e gestores antes de tudo, se reunir com seus funcionários para explicar e mostrar antes de tudo como a mudança ocorrerá. Cada decisão deve ser mostrada com clareza e fazer com que se sintam integrados, eles devem entender que as mudanças vêm para melhorar e ajudá-los, e ao longo do processo integrá-los à mudança para que oposições sejam cada vez menores e se sintam como a parte mais valiosa da organização.