Be Transparent & Truthful with Your team. Walk the talk. Understand the dynamics of uncertainty, people mind & their fears. Address them by sharing the bigger picture, reasons for change & its impact. Especially if some stakeholders are likely to impacted, how management protects their job security or fear. Lastly, some resistance have genuine intuition, reason & concerns… leaders can’t show their supremacy or arrogance to avoid the same. As it might flare up & harm more ! So early detection of concerns & quick resolution is the key to any change!

Acknowledge their feelings and explain the "why" behind the change. Involve them in the process, listen to their concerns, and show how the change benefits everyone. Change is easier when it's a team effort.

Employee resistance is the third and final wall of resistance in a cultural change process. Most resistance stems from a core set of employee concerns that can be anticipated and addressed at key points in the change process. In the first steps of change, the focus is on leaders: developing their effectiveness and using it to remove performance barriers and begin changing the culture. Through the example they set, many employee concerns are addressed, and resistance decreases. We then implement our Employee Engagement Program to address the remaining concerns, breaking through the final wall of resistance. Right after these programs, with the new level of engagement, we usually see a “pop” in performance.

What’s Driving the Change? Why does leadership believe a culture shift is needed, and what will it improve? Can Culture Change with the Same Team? True culture comes from people, so a shift requires their buy-in. Familiarity with the current culture can make change hard, even if the flaws are clear. Navigating Displacement and Uncertainty: A shift—like moving toward gender-balanced leadership—can leave some feeling displaced, others unsure of their roles, and still others wondering if expectations have changed. Alignment with Values: What values matter most to the team? How will this culture change better reflect and support them?

Create a psychologically safe space for people to air their concerns and deeply listen to what they have to say. Often fear and resistance can be alleviated by a leader who empathises and demonstrates understanding of individual needs and concerns.