To navigate team resistance, I will start by actively listening to their concerns and understanding their perspectives. Then communicate the rationale behind the decision clearly, addressing their issues. It is important to involve them in finding solutions and ensure their feedback is valued fosters cooperation and trust.

Hola, Normalmente la gente se resiste al cambio debido a una ignorancia sobre las propuestas y sus beneficios; lo más complicado en el proceso de transición es el entendimiento de la mejora, ya que por mayor arte y transparencia al explicarlo, se tiene una nube/filtro prejuicioso en la mayoría de la gente. Lo anterior hay que entenderlo muy bien para no frustrarse y simplemente saber que cierto porcentaje del equipo de trabajo durante el transcurso del tiempo se tendrá que ir ajustando y esto no es algo negativo sino que significa la evolución natural de equipos de alto rendimiento: "al buen entendedor pocas palabras". Una vez afinado el equipo, en mi experiencia, este proceso es algo natural y se realiza si mayor esfuerzo.

It’s important to first understand where the resistance is coming from and why. Listen to what they have to say, be patient and address any concerns they might have. Resistance to change is normal and could be due to fear or lack of support and information.

Navigating resistance from my team involves active listening and understanding their concerns fully. I would initiate an open dialogue to address their perspectives and reasons for resistance. Transparency about the decision-making process and its rationale helps build trust. I would seek collaborative solutions, incorporating their feedback where feasible to find common ground. Empowering them with clear communication on how the decision aligns with broader goals fosters ownership and accountability. Finally, continuous support and reassurance of their importance in the process promote team cohesion and motivation.

Inicie um diálogo aberto e honesto com os membros da equipe para entender suas preocupações e o porquê da resistência. Escuta Ativa: Ouça atentamente suas perspectivas sem julgamentos, demonstrando empatia e interesse genuíno em seus pontos de vista. Identifique as Raízes da Resistência: Busque entender as causas da resistência, como falta de comunicação, receio de mudanças, impacto no trabalho individual ou dúvidas sobre a efetividade da decisão.

Here's a wild idea: When your team pushes back on a decision, communicate like you're not trying to sell them a timeshare. 🤯 Once you’ve heard their gripes, lay it out for them clearly and honestly. Explain why you made the call, how it ties into your goals, and what magical benefits it’ll bring. Address their concerns head-on and demystify any confusion. Clear, transparent communication can turn a mutiny into a team-building exercise. So, speak up, clear the fog, and watch as trust and productivity soar. 🚀

Empathy could be received as patronizing and would be part of the problem. If your team is pushing back and it's affecting their work, the implementation might be too abrupt and/or unclear.

At the end of the day, the team and their motivation is essential to the project's quality and timely completion. If they're pushing back on you, it's important to balance that with a mix of few things. 1) Encourage ownership - for team members that are good when the reins are loose, let them do what they do best! 2) Assert your own authority - they work for you, and they work for a company. At the end of the day there's a reality to the situation. Convey this reality nicely and politically correctly to ensure no fallout takes place, and the team still supports you going forward.

As leaders we need to be prepared to adjust our approach based on feedback and the evolving situation. Flexibility shows that you value your team's input and are willing to make changes for the betterment of all involved. It also demonstrates that decision-making is a dynamic process that can adapt to new information and insights. Encouraging an environment where fears and reservations are openly discussed helps build trust and a stronger, more cohesive team. The idea of plan for the worst hope for the best can always help prevent a problem from growing an undermining the work need for a change.