Humans are people of habit, adapting to change for most of us is not part of the DNA. Unless you are operating in a cooperative flat structure with equal determination rights, you will most likely be in the position of being told of elements of change as opposed to being the architect of that change. Business decisions that if you where privy too would most likely make the change a little relatable. The hardest change in business restructuring, is not the operating model changes, system design changes, it is bringing change to business areas that have operated with some autonomy for some time, and usually carry the gravitas of being run by a small pocket of expert super users. How do you bring these people with you, let me show you.....

Most people like to change, but they don't like to be changed. Hence, I would welcome them to be part of the change. I will make sure they are involved from the very beginning, and be very timely when sharing updates. I will be fully transparent, so in return I give them open space where they can share their fears and concerns and where I can find the opportunity to address them. During the change, I will support them either by providing more guidance or coaching, and do my best to make that they have voting rights. I wouldn't deny or hide the fact that change is hard, yet I will focus on the benefits to reap. Being a leader for a team, still makes me a member of the team, so I will champion the change, and model its paths.

Easing employee resistance to change requires clear communication and involvement. By transparently sharing the reasons behind the change and its benefits, you can help them understand its importance. Additionally, involving employees in the change process—through feedback sessions or pilot programs—can foster a sense of ownership and empowerment. Regular check-ins to address concerns and celebrate small wins can further ease their apprehension, making them feel supported and valued during the transition.

Facilitating Change within a Team and Reducing Resistance to New Routines Facilitating change within a team and reducing resistance to new routines requires a thoughtful and structured approach. To overcome resistance to change, it's essential to involve team members in the process and make them feel part of the change Here are some strategies to facilitate change and reduce resistance: Communicate the Benefits Clearly explain the reasons behind the change and how it will lead to improvements in their daily work Highlight the benefits of the change, such as increased efficiency, productivity, or job satisfaction. Provide Support and Training Offer resources and training to make adapting to new processes easier