Be open to honest conversations. Devote time to learning about their fears or concerns about the change. Don't assume that you know. Become curious, ask questions, and provide solutions that will help them adapt quicker.

I've found that setting clear expectations for respectful communication is essential. By establishing ground rules and modeling appropriate behavior, I can encourage my team to feel comfortable sharing their thoughts and concerns without fear of judgment.

A flexibilidade é importante, mas não basta ser flexível, é sobre desenvolver habilidade para identificar o que a equipe precisa, usar de estilo que se adapte aos momentos, as situações... mas efetivamente, identificar exatamente qual é a dor para além do que esta sendo dito ou mostrado e ter habilidade de ler nas entrelinhas.

Prepare for the conversation. As a coach, I would take time to reflect on my own emotional triggers when dealing with resistance. I would then align on the objective of the conversation with the team, explore if there is fear, uncertainty, or discomfort behind the resistance. Acknowledge the team’s concerns without judgment, making them feel heard and understood. I have seen this creates a space for open conversations and focus on what matters. I would then listen with empathy, address concerns, share the 'why' behind the change, lead by example by being honest about what I can do and what I may not be able to do. Find out what they are willing to do and what support they need. Co-create action plan to help them own the next steps.

People don’t fear change, they fear loss. Helping them uncover what’s the loss (real or perceived) can be powerful in naming and moving through the sticking point. “When I went through something similar, this is what came up for me, what’s coming up for you?”