Handling emotions effectively when your team resists change starts with self-awareness. Acknowledge your feelings—whether frustration, disappointment, or anxiety—without letting them dictate your reactions. Practice active listening to understand the root of the resistance, showing empathy and patience. Reframe the resistance as an opportunity to address concerns and build trust. Stay calm and composed, using positive body language and measured responses to inspire confidence. Take breaks if needed to reflect and recalibrate, ensuring your leadership remains constructive and supportive. By modeling emotional resilience, you set the tone for navigating change collaboratively.

Separating our work from our emotions can sometimes be one of the hardest tasks. We are all human, and we all have our own personal views, beliefs, and opinions. The key to managing change, is to realize this upfront and right away - analyzing how that upcoming transition subjectively affects your team. Throw objectivity out the window. Not only will your team appreciate you taking the time to hear their own individual concerns, but you will now have all the data necessary to make a well-reasoned business decision based on all known facts - not your own or upper management’s assumptions about your team.

Quando se tem um time que não está concordando com as mudanças, no meu ponto de vista é importante incluir eles ao máximo nas escolhas e tomada de decisão. Outro ponto importante é manter a comunicação sempre aberta e clara na medida do possível sobre todas as mudanças e transições, assim eles não serão pagos de surpresa.

Something I find helpful when facing resistance to change is to always remain calm and composed. Approach with humility and empathy. Seek to understand their concerns, truly listen and address fears. Reframe resistance as an opportunity to better align with the team, reinforce the reasons behind why the change is important, the ‘value add’ and their specific role in its success. Potentially pre wire ahead of time with key team members to gauge initial insight into potential resistance. If you know who your biggest resistance will come from, bring them into the planning process early on - I find when you give them an early voice they help identify pitfalls you may have otherwise you overlooked. This elicits more ownership and pride

When dealing with resistance to change, it’s important to manage your emotions constructively. Here are some strategies to help navigate this situation: Acknowledge Your Feelings: Recognize your frustration, but focus on staying calm and composed. Empathize with Your Team: Understand their concerns and challenges to create a supportive environment. Communicate Transparently: Clearly explain the reasons for the change, addressing how it benefits the team and organization. Involve Your Team: Engage them in the decision-making process to give them a sense of ownership. Seek Support: Consult peers or mentors for guidance on handling emotional challenges. By fostering open communication, you can help your team embrace change.