Change is tough always but sometimes is unavoidable. In this situation, understanding and empathy are what counts the most. Active listening to team members` question, clear communication to address the change and its advantages help leaders and team to adapt with new situation. Ability to paint future to convince team member and involve them in the decision making can create a positive and supportive environment. Furthermore, for any change, patience and persistence are crucial factors.

Make them part of the change , not only watching things happening, by engaing them with the process and let them be the gear for the change

It is important to be patient while being persistent. Change is a process, and it takes time for everyone to adjust. Do your best to to provide continuous support, and keep reinforcing the positive aspects. This helps to build trust and shows that the change is here to stay.

To persuade a resistant team of the benefits of change, clearly explain the reasons and positive outcomes, addressing how it will improve their work experience. Involve them in the planning process to make them feel valued and heard. Provide examples of successful changes and offer training to ease the transition. Highlight quick wins to demonstrate immediate benefits and maintain open communication to address concerns promptly. By showing empathy and support, you can build trust and reduce resistance.

Resistance to change often stems from fear or misunderstanding, so start by listening to your team’s concerns. Clearly communicate the reasons for the change, emphasizing the benefits for both the team and the organization. Use concrete examples or data to illustrate potential improvements, like increased efficiency or growth opportunities. Involve your team in the process by seeking their input and addressing their feedback. Highlight quick wins to build confidence and show progress. Offer training or resources to ease the transition and ensure they feel supported. By fostering trust, collaboration, and understanding, you can turn resistance into buy-in and momentum for success.

To persuade a resistant team of the benefits of change, start by clearly communicating the "why" behind it—explain the purpose, benefits, and how it aligns with the team’s goals. Use specific examples or data to demonstrate the positive impact of the change, addressing their concerns with empathy and transparency. Involve team members in the process by seeking their input and incorporating their ideas to create a sense of ownership. Provide training and support to help them feel prepared, and highlight early successes to build confidence. Celebrate milestones to reinforce the value of the change and maintain momentum.

To persuade a resistant team of the benefits of change, I would begin by communicating the reasoning behind the change clearly and transparently, explaining how it aligns with long-term goals and benefits the team and the organization. Involving the team in the process by soliciting their input and addressing concerns helps them feel more invested. I’d also emphasize the positive outcomes, such as improved efficiency, career growth opportunities, or a more rewarding work environment. Highlighting success stories from similar situations can further build trust and demonstrate the change’s potential. Lastly, providing support and training during the transition helps reduce uncertainty and builds confidence in the new approach.

This may be counter to common practice, however, there is a process to change management and when paired with empathy the team can be called to participate in the change. Expecting the leader to persuade vs. engage their team is a recipe for burnout.

Qualquer mudança requer paciência . Seja do seu time, seja sua na implantação . Comunique eles da necessidade da mudança visando ampliar as visões e estratégias da empresa. Convide-os a opinar como estas mudanças podem ser implementadas sem que todos sofram com os possíveis ajustes . Identifique quais membros podem lhe ajudar a articular a mudança junto aos demais membros . Permita que eles conversem com outras áreas ou busquem nas redes resultados positivos e também negativos, visando que não sejam cometidos os mesmos erros .

I would consider: 1. Understand The Resistance: Identify rational and emotional reasons for resistance by engaging in active listening and empathy. 2. Communicate Benefits: Clearly articulate the benefits of change and how it aligns with team and individual goals 3. Create Urgency: Establish a compelling reason for change to motivate action 4. Involve and Empower: Engage team members by involving them in the change process, allowing them to contribute ideas and solutions 5. Model Leadership: Demonstrate commitment through visible leadership and by modeling the desired behaviours 6. Celebrate Progress: Recognise and reward small achievements to maintain momentum and morale