One thing I found helpful is highlighting the benefits of any change. In IT, we cannot stand still but look at opportunities to advance, enable technology. Change is the only constant. With change brings new opportunities and career advancement for team members. Explain the value that as IT leaders, we can elevate the reputation of IT within the organization by driving digital transformation that align with overall business objectives.

Not all pushback is unreasonable, so understand the reason behind the pushback. There can be technical challenges, lack of engagement thus resulting in lack of understanding, miss in identifying stakeholders, lack of feedback mechanisms, skillset problems, lack of training and transition plans, etc. An assumption based strategy is not a strategy, but a theory. Leaders need to identify and differentiate between an actionable strategy vs theory on paper. Simple strategies like a comprehensive RAID log can help alleviate many of the risks, clarify assumptions, communicate decisions and their reasons and mitigate risks on dependent tasks.

- Engage them early in the transformation process to address concerns and gather feedback. - Clearly communicate the benefits, goals, and vision of digital transformation, highlighting how it aligns with the organization's overall strategy. - Provide training and upskilling opportunities to help them develop new skills and adapt to changing technologies. - Involve them in the decision-making process, encouraging their input on technology choices and implementation plans. - Address potential job security concerns by emphasizing the importance of their roles in the transformed organization. - Celebrate small wins and recognize team members' contributions to the transformation effort, fostering a sense of ownership and motivation.

Resistance to any change is common and Digital transformation is no exception and this can be dealt with well crafted Change Management Program. First step is understand the root cause of resistance & address common causes like fear of job loss, lack of understanding of the transformation’s purpose, or skepticism about its benefits. Second step - Explain why digital transformation is critical to the organization's long-term success & involve IT team early in the vision setting. Thirdly, once IT team is onboarded, reduce security concerns & skeptism by upskilling and bring incremental changes in digital journey to build the conficence of the team. Lastly align leadership, recognize the efforts & take feedback to adjust the strategy.

As most the comments here it is due to fear of the unknown, fear of losing job as their current skills will not fit the new challenge, change in ways of working and moreover change of culture of entire organisation. This needs a mature change management process and early involvement of teams into the transformation journey. People needs to be explained the value adds and benefits from digital transactions at all levels. Management needs to plan and spend to reskill people.

Building trust through open communication, highlighting the benefits of change, and providing thorough training have been key strategies for managing resistance in our team. Involving them early in the process and celebrating small wins also helps foster collaboration and buy-in.

These are some strategies Clearly articulate the vision and benefits of the digital transformation. Explain how it aligns with the company's goals and how it will positively impact their work and the organization as a whole. Engage the IT team early in the planning process. Involving them in decision-making can help them feel valued and more invested in the transformation. Demonstrate the benefits of the transformation through quick wins. Small, early successes can build momentum and show the team that the changes are beneficial Encourage a culture that embraces change and innovation

An effective strategy is to involve your team early on. Instead of imposing changes, encourage their participation in the process. Listen to their concerns: Create open communication channels for team members to express doubts and fears; this helps identify specific resistance points. Highlight benefits: Clearly show how digital transformation will improve their daily work. Provide training: Offer resources so they feel confident with new technologies Recognize efforts: Publicly acknowledge and reward the team's adaptation and achievements. If management shows enthusiasm and commitment, the team is more likely to follow suit. [Remember, every team is unique, adapt these strategies to your situation.]