In order to motivate your team, know what drives them, and what don't. Know your team super well. Know WHY they are skeptical about the changes to begin with. Get your hands on these facts. So invest time to speak to them, one by one first, & then together as a team. Give them a safe space to share their views & feedback. Listen more than you speak. Maybe their fingers were burnt before. They may have been thrown under the bus previously or got blamed for changes which didn't work. But this time round, explain why it's different. Focus on "what's in it for me." Don't just parrot high level messages from the top. Earn their trust when you explain how their sense of purpose will be for the better. Be sincere, honest, open & transparent.

This article provides a strong foundation for addressing team skepticism. However, misreading the team’s readiness or context can lead to resistance rather than alignment. To foster engagement, it is crucial to assess unspoken assumptions, values, and interests while identifying the root cause of skepticism, which may stem from: - Lack of capability to manage the change. -Uncertainty about the change itself. -Concerns about potential failure or outcomes. -Perceptions that the change lacks relevance or purpose. Addressing these specific needs requires tailored approaches, such as targeted training, clear communication, or emphasizing the purpose and significance of the change. In summary, a thoughtful, context-driven approach is key.

During times of change (which means, always :-D) , I try to focus on fostering transparency by explaining the vision behind the change not only to directly involved stakeholders but to anyone interested. I also encourage collaboration by actively seeking input and feedback from the stakeholders, ensuring they feel heard and involved in the decision-making process.

In my experience strategy and governance, building trust through transparent communication, aligning team roles with the overarching purpose, and offering tailored training opportunities have been key drivers of team motivation during periods of change. Change becomes more manageable when everyone feels heard, informed, and equipped to contribute effectively.

When motivating a skeptical team during change, I focus on engagement, clarity, and support: ↳ Explain the “Why”: Share the purpose behind the change and connect it to team goals, so they see the bigger picture. ↳ Invite Participation: Involve the team in shaping the change, giving them ownership of the process. ↳ Address Fears Directly: Create space for open dialogue where concerns are acknowledged and addressed. ↳ Showcase Early Wins: Highlight small, early successes to build confidence in the change. ↳ Offer Ongoing Support: Provide tools, training, and a support system so no one feels left behind. This approach builds trust, reduces resistance, and turns skepticism into shared momentum.

Motivate your team by clearly communicating the purpose and benefits of the changes while addressing their concerns and involving them in the process. Recognize their efforts, provide support, and emphasize how the changes contribute to personal and organizational growth.

Leadership skills in any change journey is being able to articulate “what’s in it for me” to make the change personal to individuals and teams. It’s critical to be clear on the value driver and intention of the change. For example, if cost is the value driver, then be honest to the teams about the company benchmarking against competitors. Making that clear “case for change” is essential. Leading from the front helps demonstrate that everyone has skin in the game and requires a change from all to make this work.

Engage your people and understand their concerns. We often focus on the project and look at things in a vacuum but they could be opposed to it because they have got change saturation point. Other projects have created resistance and perhaps adjusting timing could be something they want. If that is not the case be transparent about the why behind the change. If possible show them the benefits and especially the ones that relate to them personally instead of the one size fits all approach.

During times of change, I focus on fostering trust, clarity, and collaboration within the team. Acknowledge Concerns: I create a safe space for team members to voice their thoughts and validate their feelings. Communicate Clearly: I explain the purpose of the change, its benefits, and how it aligns with our goals. Empower the Team: I involve them in the process, encourage their input, and show how their roles are crucial. Provide Support: I offer necessary resources, training, and remain available to address any challenges. Celebrate Progress: I recognize achievements, no matter how small, to keep morale high. By staying patient and maintaining a positive attitude, I ensure the team feels valued and motivated throughout the transition.

To motivate a skeptical Agile team, start by actively listening to their concerns and validating their feelings. Clearly communicate the purpose and benefits of the proposed changes, emphasizing how they align with team goals. Involve the team in planning and decision-making to foster ownership and reduce resistance. Highlight success stories or data from similar changes to build confidence. Break the change into smaller, manageable steps, and celebrate quick wins to demonstrate progress. Reinforce trust by remaining transparent, addressing issues promptly, and showing flexibility where possible.