Trust is built when the environment is friendly, people are authentic, empathy is shown, all promises are followed, and there is clear logic and interconnection between words and actions. It also grows when communication is transparent, and people feel heard and respected.

- Recognize and validate the team's concerns first. Sincere listening demonstrates respect for their viewpoint. - Describe the change's goals and advantages, emphasizing how it will enhance the team's efforts and results. - Encourage team members to take ownership of the changes by asking for their opinions and modifying plans accordingly. - Give everyone the tools and direction they need to easily adjust to the new adjustments. - Accept the change on a personal level, exhibiting dedication and leading by example. - Acknowledge early accomplishments and attempt to reaffirm that change is both possible and advantageous. - Maintain open and constant communication to quickly resolve issues and foster long-term trust in upcoming projects.

La resistencia al cambio está en nuestra naturaleza, miedo a lo desconocido, pérdida de control o la comodidad del status quo suelen ser reacciones comunes. Si un equipo se resiste a las iniciativas de cambio hay que generar confianza, efectivamente, y para eso se precisa líderes que, además de comunicar el cambio, lo vivan. El primer paso es escuchar, entender las barreras de quienes harán realidad el cambio, empoderar al equipo para solucionar, errar,...evaluar y ajustar. Ser visionario y facilitar la transición para dar apoyo emocional y herramientas. Hacer participes desde el inicio con transparencia es vital. Y ser ejemplo. Si la cultura no es de cambio costará mucho que alguien cambie.

Building trust during change initiatives requires transparency, clear communication, and active involvement. Start by clearly explaining the reasons behind the change, how it benefits the team, and the long-term goals. Involve team members in the planning and implementation process to give them a sense of ownership. Provide consistent support through training and resources to help them navigate the change smoothly. Acknowledge their concerns and address them empathetically, showing that their opinions are valued.

One of the important aspect of change management is documenting the change. Write down the current situation, understand the drawbacks, elaborate why the change is required, set a goal post and work towards the change. Once this is done, drive the change with positive real time examples to get the buy in from all the stakeholders. If the buy-in is successful, implementation becomes easier. Close the implementation with the final notes in the change document for future references.

En mi experiencia, la resistencia al cambio disminuye cuando se prioriza la comunicación transparente y se involucra al equipo desde el principio. He aprendido que escuchar sus preocupaciones y mostrar cómo el cambio beneficia tanto a la empresa como a ellos personalmente genera confianza y compromiso. Al final, el cambio se lidera mejor con empatía y ejemplo.

Change is constant, yet it’s one of the toughest journeys for organizations and individuals alike. Companies often struggle because they approach change reactively, treating it as a short-term initiative rather than embedding it into their core values. When change is handled as an ad hoc exercise, resistance is inevitable. By integrating adaptability and continuous learning into the organization’s DNA, companies can proactively manage transitions and reduce friction, allowing them to thrive in fast-changing environments.

I’ve navigated resistance to change by involving the team early, communicating openly about the reasons for the change, and providing the necessary support and training to help them adapt. Building trust and celebrating progress have been key to ensuring a smooth transition.

First, recognise what's happening at a physiological level in the brain when we experience change. The brain takes up only 2% of body mass but requires 20% of our energy, so anything it can do to conserve energy and keep us in our comfort zone, it will. Predictability and certainty require less energy, whereas change is unpredictable and uncertain and requires the brain to use more energy, hence why we resist it. With this in mind, look for ways to encourage your team to step out of their comfort zone and embrace the discomfort this brings, knowing that this is the path to new learning and growth. Taking small steps and having a growth mindset will help build their resilience and adaptability to change.