lead the changes... show them practically for 1-2 examples of change by doing things with your own hands. secondly, identify people who are easier to convince and who are lesser reluctant for changes. Set examples through their work and award them for their contribution

In my experience, convincing multiple teams of the need for change can be challenging—or even seemingly impossible. This is especially true when trust hasn’t been established yet (like when you’re new) or if there’s no managerial support. In such cases, small wins have been my go-to strategy. I focus on achieving quick, tangible results, then amplify and communicate these successes loudly. This helps everyone see that progress is happening and the change is making an impact. Step by step, trust is built. Of course, the fundamentals mentioned in the article—clear communication, involvement, and support—are non-negotiable for long-term success.

Alright so, when facing resistance to new initiatives, start by understanding the root of their concerns through active listening. 1. Clearly explain the purpose and benefits of the change, connecting it to their goals. 2. Involve team members in the decision-making process to give them a sense of ownership. 3. Address fears by providing training or resources to ease transitions. 4. Highlight early successes to build trust in the initiative. 4. Maintain open communication to address feedback and adjust plans as needed. With empathy and collaboration, you can turn resistance into enthusiasm for progress.

Winning team support for new initiatives requires building trust and addressing their concerns. Highlight the benefits of the change and how it aligns with their interests and the organization's goals. Involve the team early in planning and decision-making to give them a sense of ownership. Provide clear communication, training, and resources to help them adapt confidently. Acknowledge and address their fears or doubts while celebrating small wins during the transition.

One thing I feel can change the mindset is the removal of mental block which team has for change, let them know how change will affect them in long run, involve them them in the process

Resistance is quite normal when communication is absent. Even the most hated changes can be implemented when there is transparency. In most cases, I've faced that information is not shared simply because we already 'assumed' that it wasn't going to be accepted. This results in further agitation and defensive reaction from the team. Contrarily, when we talked and openly admitted the 'troubles' it might cause, yet there's no alternative, the team somehow felt involved and responsible. Instead of 'I told you so', it became 'we'll suffer now and soon forget about it'. This seems to have worked so far- would love to know alternate thoughts.

Create awareness to share the importance of change and set up a team of people who can influence change. Training, fixing the road block and celebrate all wins to motivate team.

To win support for change, I start by understanding the team's concerns and addressing them with empathy. Open communication is key—I explain the purpose, benefits, and potential impact of the initiative, ensuring everyone feels included. I involve the team early in the process, encouraging their input and ideas to foster ownership. Demonstrating small, quick wins helps build confidence and shows progress. I also identify and engage key influencers within the team to advocate for the change. Recognizing and rewarding adaptability motivates others to follow. Lastly, I remain patient and persistent, providing training and support to ease the transition and build long-term acceptance.