Es primordial identificar los grupos de poder en comunicación involucrarlos en el proyecto, ya que ellos son los embajadores o detractores del proyecto y lo que buscamos es tener embajadores que promuevan el cambio teniendo información de primera mano.

Firstly, acknowledge their concerns and provide a platform for open dialogue. Show empathy and validate their feelings. Explain the rationale behind the change clearly, highlighting the benefits for both the team and the organization. Next, involve them in the decision-making process. Encourage their input and address their feedback. Demonstrating transparency and a willingness to adapt fosters trust. Support them through the transition with necessary resources and training, showing that you are committed to their success.

To build trust with a team resistant to change:  Communicate Transparently: Clearly explain why the change is necessary and how it benefits the team.  Involve the Team: Engage them in the decision-making process to give them a sense of ownership.  Lead by Example: Be the first to embrace change and support others through the transition.  Provide Support: Offer resources, training, and guidance to help the team adapt.  Celebrate Progress: Recognize small wins to build momentum and motivate the team.  Maintain Open Feedback: Encourage ongoing feedback and address concerns to reinforce trust. These actions foster trust and smooth the transition.

É natural que em um processo de mudança tenhamos as pessoas que rapidamente topem a mudança e acabam virando os embaixadores dessa mudança, mas também temos muitas pessoas que são um pouco mais resistentes a elas Precisamos respeitar o tempo de cada um, mas também dar ferramentas e oportunidades para que todos embarquem nesta mudança. Para isso é importante ouvir! Escuta ativa, interessada e empática. Dar atenção para as pessoas e entender o ponto de vista e o sentimento. Construir o caminho junto com essas pessoas pode ajudar muito, pois isso gera confiança e, claro, corrigir o curso conforme as processo evolui, sempre informando aos colaboradores o que esta sendo feito.

Cuando enfrentas resistencia al cambio, estás ante una oportunidad de construir confianza y unidad en tu equipo. La clave está en liderar con empatía, transparencia y acción. La confianza no se impone, se construye paso a paso. Felicidad y amor para todos 💞

Minhas estratégias para superar esse desafio são estruturadas em três pilares: empatia, engajamento e exemplo. 1. Empatia e Comunicação Procuro contextualizar a mudança, suas razões e benefícios esperados. Pontuo os impactos positivos para cada colaborador e para o negócio. Clareza reduz incertezas e aumenta a aceitação. 2. Engajamento e Participação Ativa Promovo o envolvimento dos colaboradores na construção de soluções. Isso consolida o senso de pertencimento e reduz a percepção de imposição. 3. Liderança pelo Exemplo Oriento meus clientes em sessões de feedback a serem os primeiros a adotarem a mudança. Também mantenho a prática de monitorar com frequência a percepção de mudança pelo time, avaliando as escalas ao longo do projeto.

First, communicate the vision behind the change clearly and empathetically. Explain why the change is necessary and how it benefits the team and the organization. This transparency helps build understanding. Secondly, involve them in the process. Seek their input and address their concerns genuinely. Show appreciation for their feedback and be open to adjustments. Building a culture of inclusion and respect will foster trust and make the transition smoother.

An Unpopular Opinion: Sometimes, trust is mandated rather than earned. In certain situations, there’s little room for democracy—you’re appointed as a manager and leader of a team to exercise your authority when needed. Trust from the team will develop over time as they witness the success driven by your actions. For now, lead with authority, and trust will follow.

First, communicate openly about the reasons and benefits of the change. Show empathy and address their concerns sincerely. Building understanding helps ease fears and fosters trust. Next, involve them in the change process. Empower team members with roles and responsibilities. Recognize their contributions and celebrate small wins together. This inclusion and recognition can significantly boost trust and morale. 🌟✨

Borrowing from the great Mahatma's words: Be the change you want to see in your teams. It is important to showcase to the team that you are willing to walk the walk and not just talk the talk. Listen to the concerns of your teams. Understand not just what they say but how they feel. Present the change in the context of what this means for them and their roles. Paint the picture of possibilities - what happens if they do not change and what happens if they do. Once you have their attention, show the smallest steps they can start towards making the change. Tell them it is ok to make mistakes and that you will always have their back. Let them do it their way and come to you if they face any challenges. You will get there together!