Resistance often stems from fear of failure or loss of control. Start with candor: “This change is happening because it’s what’s best for the team and the business.” Then listen not just to their words, but to what’s beneath them. Reframe the change as an opportunity: “What if this makes you more successful, not less?” Share a personal story, with the team member If resistance remains, coach them up or out. Great teams thrive on adaptability and drive.

Coaching a sales team member resistant to change requires understanding their concerns and addressing them directly. Start by identifying the root cause of resistance, whether it’s fear, uncertainty, or lack of understanding. Highlight the benefits of change by focusing on how it will improve their performance. Create a safe environment for experimentation, allowing them to try new methods without fear of failure. Involve them in the process, provide ongoing support, and lead by example to demonstrate the positive impact of change.

Coaching a sales team member resistant to change requires a blend of empathy, strategy & persistence. Sales professionals, especially those with significant tenure or success in the field, can become entrenched in familiar processes. Resistance to change often stems from fear of failure, lack of confidence in new methods, or simply a comfort zone that feels safe. As a sales coach, breaking through these barriers requires a methodical approach designed to address the root causes of resistance while inspiring motivation for growth. Breaking through resistance requires more than just pushing new processes—it’s about addressing the fears, habits & mindset that hold team members back.

First and foremost, how change is designed is crucial. In planning change, decisions should be made by considering the team, the behavioral profiles of its members, and their motivations. If change is designed with these factors in mind: It is essential to listen to salespeople who resist change without prejudice, not to blame them, but to understand their perspective. Understanding the resistance to change from the salesperson's point of view and identifying their pain points is a critical step. The final step is to explain how the change will lead to a better place in their life than where they are today, aligning it with their priorities. In short, "we need to sell the change to team member"

First thing is listen to them and understand what is his mindset. According to that we can ask questions what is his current view and what are the real reasons behind the resist to change. After identified the cause of the problem we can educate him about why he/she need to change, what is the overall impact and the importance of that ? In this stage he is quite understand something. Now we can urge him to change by influencers like additional monetary benefits, trainning, level up authority, change the tasks,etc.

Rather than pushing them, let’s explore their concerns together. Sometimes resistance comes from fear of the unknown or past experiences that didn’t go as expected. By asking the right questions and gently challenging their perspective, you help them see change as an opportunity rather than a threat. Get creative and connect the new approach to something personal or valuable to them. When they can see the “why” clearly and feel supported, barriers naturally begin to break down, and they’ll move forward with excitement rather than resistance. Change doesn’t need to be scary, it’s a chance to evolve and grow. So, are you ready to lead them through it?