I find that clashing personal values often reveal deeper emotional concerns about change. Creating a space where team members feel safe to express these emotions can lead to surprising insights and opportunities for alignment. Mapping the emotional culture—understanding how the team wants to feel during and after the change—can help bridge the gap between values and vision.

To overcome resistance to culture change, start by engaging team members in open dialogue to understand their concerns and values. Acknowledge their perspectives and show empathy, creating a safe space for honest communication. Next, highlight the benefits of the proposed culture change, aligning it with the team's shared goals and values. Provide examples of how the change can positively impact their work and the organization. Offer support and resources to help them transition smoothly, ensuring everyone feels included and valued in the process.