In my experience, when someone is resistant to a certain change, there are emotions behind that. I would create a learning experience with that person that focuses on his experience and expertise connecting to that change and have him demonstrate why it works/does not work. This will bring understanding on where they come from, and can direct the approach for their individual learning. I would also create space for them to bring their emotions out and get to what is behind the resistance - usually fear.

It is often helpful to make certain you understand what they are saying when they resist. I use the tool "So what I hear you saying is ... **their statement here***- did i understand you right? Then ask questions - What is your biggest concern? or What do you think will happen if the change is put into practice? Often times they will see their own logic flaws if you walk them through their mindset. If not, I move on to ask more questions like - Why do you think this change is being made? or I heard your concerns, now why might it be a good idea? The reason I take this approach is that most people are more able to hear the benefits after they know they have been heard. ("Seek first to understand, then be understood." Covey.)

Change can be intimidating, and I understand that resistance often comes from a place of uncertainty or fear of the unknown. However, we must recognize that growth and progress are impossible without change. I encourage you to view this transition not as an obstacle but as an opportunity to learn, adapt, and showcase your resilience. Together, we can navigate this shift effectively, ensuring that everyone feels supported and empowered along the way. Let's focus on the bigger picture and the potential benefits this change will bring to both our team and individual growth.

Being a part of Training as well as Quality, this has been an area where a lot of empathy, strategy (who/when/how), right training and feedbacks were used to accomplish the goal. The why of change, how to change, benefits it will bring and how it will be a win-win are important factors on which one has to make the team member understand. This too takes time and effort as it is not a one time discussion and can't take authoritative turn. Patience and right approach are the key factors.

Change can be tough, and resistance usually comes from a place of uncertainty or fear. I’ve found that starting with empathy—really listening and understanding their concerns—makes a huge difference. From there, it’s about connecting the change to something meaningful for them and the team, showing how it aligns with our bigger goals. Lastly, I always focus on support, whether that’s offering training, resources, or just being available to guide them through. It’s about meeting people where they are and helping them see the path forward.

As a coach, I’ve seen how challenging it can be to work with a team member resistant to change, but it’s an opportunity to build trust and foster growth. Start by having an open conversation to understand their concerns, what’s making them hesitant? Approach it with empathy, not criticism. Use specific examples to explain how the change benefits them and the team, tying it to shared goals. Offer support by providing resources, training, or extra guidance to help them adapt. Lastly, acknowledge their efforts as they adjust, even in small ways. With thoughtful feedback and support, you can guide them through the transition effectively.

When dealing with a team member resistant to change, I start by being patient & understanding. It’s crucial to create an open space where they feel heard, not judged. I ask questions like, “What’s holding you back?” to get to the root of their resistance. Then, I provide feedback in a way that’s constructive, not critical. I focus on how the change benefits them personally, not just the team. It’s all about showing empathy & offering support. I make sure they know I’m here to guide them through the process, offering small wins to build their confidence. Sometimes, change is HARD, but together, we’ll get there!

Begin in a friendly way and assure the team member that the role they are in, in order to be performed well, requires change in order for the organization/project/program/initiative to succeed. Review how important the role is, and clearly review the vision of success. Then, ask the team member if they are still interested in the role, and, if yes, are they committed to helping in the success. If yes, invite them to describe how they will help. Assure them they will have all the resources necessary to succeed. If no, they might not be the right team member for this particular change. Define the performance first, then the right performers will reveal themselves. Either way, give them ownership in the decision with a high level of courtesy.

With empathy, clear communication and ongoing support, you can guide resistant team members to embrace change. By addressing concerns and offering encouragement, you can help them feel