I’d approach them empathetically, acknowledging their concerns and explaining the benefits of change. By highlighting how it aligns with their goals and offering support, I’d provide actionable feedback to ease their transition and encourage adaptability.

Change is growth in motion for me and when a colleague resists change we should offer feedback that focuses on benefits not just tasks. Always acknowledge their concerns & then share examples of how change can lead to improvements. We must highlight the positives & suggest small steps to make the transition easier. Just by framing change as a shared journey we can encourage openness & build confidence in adapting together.

To provide constructive feedback to a colleague who resists change, start by listening to their concerns. Understand why they are hesitant and ask questions to uncover the underlying issues. This approach creates space for honest communication and helps you tailor your feedback more effectively. Next, frame your feedback by focusing on the benefits of the change, both for them and the team. Show how adapting can lead to growth and improved outcomes. Be clear and specific, without assigning blame, to make your feedback feel supportive rather than critical.

First we need to recognize that the pushback comes from a place of FEAR. Change threatens our confidence that we can perform our tasks and continue to be successful. Helping staff through that FEAR with training & time to adjust will gain more behavioral & attitude change than platitudes. As a leader if you come from the FEAR alleviation mindset and incorporate the suggestions of other responders in this string I guarantee you will be a successful change leader.

If a colleague resists change, start by approaching the conversation with empathy. Try to understand their concerns—maybe they’re unsure how the change will impact their work or they’re comfortable with the current way of doing things. When giving feedback, focus on the benefits of the change and how it can make their work easier or more effective. Be specific about what you’ve noticed and how their openness could positively impact the team. Keep the tone supportive, and offer help to make the transition smoother. It’s about showing you’re on their side while encouraging them to embrace new opportunities.

Acknowledge their feelings about change and the challenges they might face. Use a calm tone and focus on the positive. Highlight how the change aligns with team goals and personal growth. Share specific examples of the benefits and address concerns they might have. Avoid being critical; instead, encourage collaboration and suggest ways to adapt gradually. Offer support, like training or resources, to help them through the transition. Emphasize that embracing change is key to growth and success. Keep communication open for ongoing dialogue.