My Global Leadership's experience shows that: 1) As Leaders, we serve as examples to the Team. Show yourself transparently as a resilience motivator. 2) Practice the "lessons-learned" effect with your Team. Talk to them openly about other real instinctive pushback situations, and how they were solved. 3) Show clear examples that growth usually follows, exactly, after setbacks and overcoming pushback reactions. Show potential, concentrate on the positive side of it.

Na minha opiniao, uma equipe resistente normalmente trabalha em uma empresa engessada que não investe nos funcionários ou em uma empresa que precisa de inovação com um verdadeiro líder no comando. Portanto, acredito que, primeiro, a empresa precisa mudar, focar na gestão, nos valores e na missão, para depois poder contagiar a equipe com esse espírito. .

Resistance shows they care! - So always expect resistance. Than you are well prepared! Resistance is caused by: fear, uncertainty and doubt. You need to really get clear on the concerns and issues they have. Get the why behind it. When you know this you can try to take these concerns away. You can show them the benefits and why it is really necessary. Sometimes the team just needs help. They are resistant because they don't know how to do it. Offer it! And try to keep them involved. So they have a sense of control.

Navigating team pushback requires patience and strategic communication. Start by actively listening to concerns, acknowledging them to show understanding and respect. Clearly articulate the vision and the benefits of proposed changes, connecting them to the team's goals. Engage in collaborative problem-solving to address objections and incorporate feedback where possible. Establish small, achievable milestones to build momentum and demonstrate progress. Finally, provide consistent support and recognition to maintain morale and keep the team motivated. These strategies can help transform resistance into a driving force for collective success.

Here’s the truth: Your team resists change because it's uncomfortable. But guess what? Comfort rarely leads to growth. Start by showing them how this change benefits them, not just the company. Lead by example—enthusiasm is contagious, so dive in with energy and commitment. Next, empower them. Let them take ownership of parts of the plan. People are more likely to embrace change when they feel in control. Be patient, but firm. Remind them that staying stagnant in today's fast-evolving world is the true risk.

As a board leader and transformation executive, the most effective way is to engage, nominate and implement "Change Champions/Influencers" within your team and organisations. The simplest example is: Assign team members who have shown adaptability or innovation as "Change Champions" to promote and communicate the benefits of the change across different departments. Their role includes clarifying doubts, rallying morale, and providing real-time feedback on challenges. Success = (Trust + Adaptation) ÷ Resistance By using Change Champions, you create internal advocates for the transformation, which makes the shift less directive and more collaborative, leading to sustainable success. This can be at diverse levels of organisation

The first thing is to get to know your team. 1. Listen and understand their needs and challenges. 2. Ask where you can offer assistance. 3. Help identify gaps and where the team can improve efficiencies and design repeatable and sustainable processes. * The third bullet can occur within the first 60-90 days. * Remember that people do not like immediate change. Change should be gradual and not overwhelming, or people could shut down.

To overcome team resistance to change, effectively communicate the reasons for the change and its alignment with the team's goals. Involve the team in the process, address their concerns, and provide necessary support. Celebrate successes to reinforce positive attitudes and foster a supportive environment. By creating a collaborative space, you can empower your team to embrace change and achieve long-term success.