What do you do if your team member in technical sales resists change?

Figure out what's bothering them. This kind of resistance comes from somewhere. This usually comes from a fear of failure place, or an overall uptick in the individuals stress level. Have this conversation 1:1. If the individual is worried about failing, they'll start asking you questions to further their understanding of the change. If their stress level has seen an uptick, they're going to present as frustrated with the task itself. Either way you have to get the details out in the open in order to help. Reach out privately and open the conversation by saying something like, "Hey when the meeting topic turned to x you seemed to have some reservations. I want to hear your POV and see what I can do to help. Can you talk for a few minutes?"

Resistance to change in technical sales often originates from a cognitive bias; e.g. fear, comfort with the status quo, or misunderstanding. Initiate an open dialogue to unearth the underlying reasons for resistance. Actively listen and empathise with their apprehensions. Often, resistance signals deeper concerns that, when addressed, can transform skeptics into change champions. Validate their feelings and assure them of the value of their expertise amidst evolution.

Understand Resistance Listen Actively: Initiate a one-on-one conversation to understand their concerns and reasons for resistance. Often, resistance comes from fear of the unknown, a sense of insecurity, or past experiences. Empathize: Show empathy towards their feelings and concerns. Acknowledging their perspective can build trust and open the door for more productive discussions.

Embrace change as an opportunity for growth and learning. It opens doors to new skills, experiences, and perspectives, propelling personal and professional development. Adapting to change fosters resilience, creativity, and innovation, positioning you for success in an evolving workplace.

Communicate Benefits Highlight Advantages: Clearly explain how the change will benefit not only the organization but also them personally. This could include improved efficiency, new skills, or opportunities for advancement. Use Examples: Share examples of other individuals or teams who have successfully adapted to similar changes and the positive outcomes they've experienced.

To overcome fear of change, consider offering training sessions focused on adaptation and coping strategies. Provide resources such as workshops, webinars, or coaching sessions to help employees develop resilience, flexibility, and problem-solving skills. Encourage a growth mindset, emphasising the value of learning and embracing new challenges. Foster a supportive environment where employees feel empowered to navigate change effectively, reinforcing the benefits and opportunities it brings for personal and professional growth.

Provide Training Offer Support: Assure them that they will not be alone in this transition. Offer comprehensive training sessions to equip them with the necessary skills and knowledge. Customized Learning: Tailor the training to meet their specific needs and learning pace, making it as relevant and accessible as possible.

Set Incremental Goals Small Steps: Break down the change into smaller, manageable goals. Achieving these smaller milestones can reduce overwhelm and build confidence. Celebrate Achievements: Recognize and celebrate each achievement along the way. This reinforces positive behavior and motivates further progress.

Foster Collaboration Team Support: Encourage team members to support each other through the change. Pairing resistant members with those who are more adaptable or enthusiastic can foster a sense of camaraderie and shared purpose. Share Best Practices: Create opportunities for team members to share their experiences, challenges, and solutions related to the change.

Monitor Progress Regular Check-ins: Schedule regular follow-ups to discuss progress, address any ongoing concerns, and adjust support as needed. Feedback Loop: Encourage them to provide feedback on what's working and what's not. This feedback is valuable for continuous improvement and can help refine the approach to change management in the future.