Dealing with a team member resistant to change can be as frustrating as a Monday morning alarm. But with the right approach, you can turn resistance into acceptance. Here are a few strategies : Active Listening: Truly understand their concerns & fears. Validate Feelings:Acknowledge their resistance & show empathy. Clear Communication: Explain the rationale behind the new process. Training and Support: Provide necessary training & support to help them adapt. Set Clear Expectations: Clearly communicate the expected outcomes & deadlines. Positive Reinforcement: Recognize/reward their efforts, especially during the transition period. By approaching the situation with empathy, you can help your team member embrace the new process & thrive.

A resistant team member may need support to see the value in new processes. Start by actively listening to their concerns, showing empathy to build trust. Highlight the benefits of the change by linking it to their goals and the team’s success. Focus feedback on positive outcomes and growth opportunities, framing it as a collaborative journey rather than a directive. Encouraging small, manageable steps toward change can help them adapt gradually. Finally, offer ongoing support and celebrate their progress to reinforce a positive attitude toward future changes.

La resistencia es natural. Encontrar la forma que esa persona se responda a sí misma, realizando preguntas clave, que le permitan encontrar en su interior conexión con los nuevos procesos. ¿Saben para qué implementamos esto ...? Otra opción es generar un encuentro privado para entender su forma de ver la situación. Algunas veces de esos observadores aparecen situaciones que no han sido vistas o reconocidas. No podemos cerrarnos a las diferencias cuando tienen lógica. En caso de descubrir su resistencia interactuar para juntos encontrar la mejor forma de superarla.