Your team member is resistant to new leadership styles. How can you help them adapt through coaching?
Encounter resistance when introducing new leadership methods? Share your strategies for guiding team members through change.
Your team member is resistant to new leadership styles. How can you help them adapt through coaching?
Encounter resistance when introducing new leadership methods? Share your strategies for guiding team members through change.
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Let me share an e.g.- during a coaching session with a senior project manager who resisted adopting a more collaborative leadership style, I discovered that they feared their authority would be undermined. By allowing them to openly express their worries and validating their concerns, we were able to explore the reasons behind their resistance and set a foundation for trust. So aiming for building psychological safety first. People are more willing to embrace change when they understand how it benefits them personally and professionally. Help the team member see the bigger picture by connecting the new leadership style to their individual growth and success.
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Establishing trust is essential for overcoming resistance. By consistently demonstrating reliability and transparency, I've been able to create a positive working environment where my team feels comfortable sharing their thoughts and concerns.
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Trabajar con altos ejecutivos requiere equilibrio entre firmeza y empatía. Mi enfoque siempre ha sido la honestidad, demostrando que conozco el terreno y que puedo agregar valor a su desarrollo. En cada conversación, la empatía es mi mayor fortaleza, permitiéndome conectar a nivel humano sin perder de vista los objetivos estratégicos. Esta combinación de confianza y entendimiento mutuo es clave para un acompañamiento efectivo como coach.
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To help a resistant team member adapt to new leadership styles, start by understanding their concerns and validating their feelings. Communicate the benefits of the new style and align them with their personal goals. Lead by example, showing the impact of the style in practice. Encourage small, manageable changes and provide opportunities for them to experiment. Foster a growth mindset by highlighting the learning process and offer ongoing support through regular check-ins and feedback. This approach builds trust and promotes gradual adaptation.
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To help a resistant team member adapt to new leadership styles, use the "Gradual Coaching" technique: Start with small changes: Introduce new approaches gradually, allowing them time to adjust without feeling overwhelmed. Connect the change to benefits: Explain how the new methods will directly improve their work or team dynamics, making the transition more appealing. Encourage open dialogue: Create a space for them to express concerns and provide feedback, showing that their input is valued. This approach eases the transition and fosters a willingness to embrace change. How do you coach team members through resistance?
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o coaching pode ajudar promovendo uma comunicação aberta e empática. Comece explorando suas preocupações e inseguranças, mostrando que a mudança pode trazer crescimento. Por exemplo, use a técnica de perguntas poderosas para que eles reflitam sobre como o novo estilo pode beneficiar seu trabalho. Reforce o desenvolvimento gradual, destacando pequenas vitórias e ajustando o ritmo da adaptação de acordo com o conforto deles. Isso cria confiança e facilita a aceitação do novo modelo de liderança.
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Creating a culture of trust and psychological safety is essential when introducing new leadership methods. Team members are more likely to embrace change when they feel secure in expressing their concerns and ideas without fear of judgment. And trust their needs will truly be heard! By fostering open communication and encouraging vulnerability, leaders can guide their teams through transitions more effectively. This supportive environment not only helps individuals adapt to new styles but also promotes collective resilience, ultimately leading to a more engaged and innovative workforce. In my experience, this approach not only eases resistance but also aligns team members with the organisation's vision for purpose-driven growth.
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To help a team member adapt to new leadership styles it’s essential to first understand the root cause of the resistance. Through coaching we would challenge and dismantle the limiting beliefs driving the resistance and shift their mindset towards growth, highlighting how the new leadership style could support the team members development, whilst also acknowledging potential clashes. Building their confidence to have the managerial courage to proactively lead an open and constructive conversation with the leader in the early stages of the new working relationship will help align working styles in a way that benefits both parties and fosters collaboration moving forward.
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The first step to helping a team member to adapt to any change is to meet them where they are. It's difficult to really understand what someone is telling you if you don't understand the their context so simply asking them why they're not comfortable with a specific change like leadership style might not be helpful if you don't know that this person is prone to resist change in general. If you don't invest the time in meeting people where they are, you're really going to struggle to coach them through most things.
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Some individuals do not want to come out of their comfort zone and try to blame or criticise others. To start, could you engage in open communication to understand their concerns and reasons behind their resistance? By creating a safe space for dialogue, you can address any fears or uncertainties they may have. Next, provide guidance and support tailored to their needs by offering constructive feedback and action steps for improvement.
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