Focus on clarity of communication and common direction within the change process to align such an-resistant team with the strategic shift: "Explain the reasons, know their concerns, empathically understand them, involve themselves in shaping the way of performing it, emphasize the benefits, foster collaboration, and turn resistance into commitment.".

Se o time está resistente a mudanças estratégicas, é porque ele não está participando das análises mais relevantes da companhia. É necessário que a informação flua com mais clareza para que todos possam compreender a necessidade de mudança. Faz parte do papel da liderança traduzir as informações de uma forma que o time entenda.

When a team is resistant to a strategic change,it is crucial for company leaders to lead with empathy and clear communication.I think, it is important to start by openly addressing the team’s concerns and making them feel heard and valued.Then,explain how the change aligns with the company’s growth and success by emphasizing the long-term vision behind the change.By engaging the team in the transition with inclusive leadership and encouraging them to bring forth ideas and solutions,positive results will be achieved.Leaders can inspire trust and create a sense of shared ownership by encouraging collaboration and demonstrating the benefits of the change.This approach will help the team embrace the new direction with enthusiasm and commitment.

Para alinear a tu equipo con un cambio estratégico, primero asegúrate de comunicar claramente los beneficios y la necesidad del cambio. Explica cómo esta nueva dirección ayudará a alcanzar los objetivos a largo plazo y cómo impactará positivamente en cada miembro del equipo. Luego, involúcralos en el proceso de planificación. Permíteles expresar sus inquietudes y contribuciones, y muestra cómo sus aportaciones son valoradas. Este enfoque participativo fomenta el compromiso y la alineación con la nueva estrategia. 🚀🌟

To align a resistant team, communicate the reasons for the change, highlight benefits, involve them in the transition process, and address concerns. Provide training, set clear goals, and celebrate small wins to build trust and engagement.

"Resistance to change isn’t the problem—it's the symptom of unaddressed questions." Acknowledging team resistance as valuable feedback can transform how leaders approach strategic shifts. John Kotter emphasized that “true urgency focuses on critical issues, not just anxiety-driven busywork.” Instead of pushing through resistance, dig into the reasons behind it: Is the strategy unclear? Are there trust gaps? Southwest Airlines thrived by involving employees in decision-making, ensuring alignment even during industry disruptions. Resistance isn’t a roadblock—it’s a compass pointing you to deeper alignment.

It should start with a focus on communicating the rationale behind the strategic shift, using data and real-world cases to highlight benefits. It also helps to show this change will contribute to their own professional growth- making it a win-win situation; demonstrating adaptability here is a strength that would be noticed by their colleagues, management, and prospect employers. Open forums or Q&A sessions allow teams to voice concerns and feel heard, in addition to involving them in the change process, assigning roles and tasks that align with their strengths, in turn fostering ownership of the transition. Recognising quick wins and celebrating progress builds confidence.

Successful enterprise transformation mirrors effective city planning - it requires both a solid masterplan and community buy-in. TOGAF's stakeholder engagement patterns demonstrate that combining clear vision communication with structured governance (like Architecture Review Boards) and capability-based training programs naturally transforms resistance into ownership. The key lies in mapping current capabilities against future state architecture, then enabling teams to co-create the transformation roadmap. #EnterpriseArchitecture #ChangeManagement

Show people the vision. No other way to put it really, if people don’t align it’s because it’s either not a good plan or they can’t see the plan.

To align a resistant team, start by clearly communicating the reasons behind the strategic shift and the benefits it brings to the organization and their roles. Listen to their concerns, involve them in discussions, and address uncertainties with transparency. Show them how their contributions are critical to the success of the new direction, and provide training or support to build confidence. Celebrating small wins during the transition can also reinforce the value of the change and foster collective buy-in. Collaboration and clarity are key to building trust and alignment.