Explain the benefits of new approaches in simple, relatable terms. Show real-life examples where these methods worked successfully. Involve them in small pilot projects to show quick wins. Address their concerns openly and listen to their feedback. Offer training or support to make them comfortable with changes. Highlight how these new approaches can make their tasks easier or faster.

To overcome skepticism toward new approaches, transparency and inclusion are essential. Explaining the objectives and benefits of the change helps reduce doubts, while involving colleagues in the process strengthens their commitment. Implementing pilot tests allows for concrete results, transforming resistance into confidence. Additionally, providing training and support removes initial barriers. An inclusive leadership approach that listens and guides with empathy creates a trusting environment, and presenting change as a learning opportunity fosters motivation and openness to innovation.

Resistance is a common part of any change process. Clear communication and active listening to all concerns are essential steps before implementing changes. It’s important to evaluate the impact of change from all perspectives, especially considering the effect on every stakeholder involved. Give each stakeholder time to reflect, ask questions, and voice their thoughts. Explain the reasons behind the change openly. If possible, pilot the change first to gather insights before a full rollout. Approach the process with sincerity, humility, and transparency, staying open to feedback and concerns. Walk alongside the team throughout the journey, ensuring they feel included and not just following a top-down decision.

Make the Statue of Liberty walk. In Ghostbusters they wanted to win the crowd and they did that by doing something that made everyone happy. Ramsay does the same when he goes in and introduces something that is undeniably beneficial to all. This way you associate the change with good. The challenge with change is that so often it is negative as it is influenced by cost cutting. Create changes for the good and people won’t be so reluctant

Es clave tener una visión eficaz del propio proyecto en el que estamos integrados: saber de dónde venimos, a dónde queremos ir, y qué recursos se tiene para lograr los objetivos. De esta forma podemos plantear que para llegar a nuevas cotas es necesario pensar de modo diferente y abordar los problemas de una forma que favorezca un movimiento más rápido y certero, por ejemplo. En todo el proceso es necesario tener todas las vías de comunicación abiertas y escuchar el punto de vista de aquéllos que no están predispuestos a probar nuevos enfoques, para adaptar tanto el discurso como la visión estratégica a estos puntos de vista que tenemos que ver hasta cierto punto como complementarios, no como opuestos.

Listen and Acknowledge Concerns: Start by understanding their reservations. Show empathy and validate their concerns to build trust. Highlight Benefits: Clearly communicate the advantages of the new approach, focusing on how it solves existing problems or improves efficiency. Share Evidence and Success Stories: Provide data, case studies, or examples of where similar changes have been successful, reducing uncertainty. Involve Them in the Process: Encourage collaboration by seeking their input and incorporating their ideas, making them feel part of the change. Start Small with a Pilot: Suggest a trial run or a small-scale implementation to demonstrate the value without requiring a full commitment upfront.

Superar a resistência dos colegas em tentar novas abordagens pode ser desafiador, mas há estratégias eficazes. Ouça suas preocupações, ofereça treinamento para explicar os benefícios e inclua-os no processo de decisão. Explique claramente as vantagens, comece com pequenos projetos para demonstrar resultados, seja um exemplo adotando a nova abordagem e seja paciente e empático durante a transição. Solicite feedback contínuo para ajustes necessários.

When I proposed incorporating more video content into our social media strategy, some team members were hesitant, concerned it would be too time-consuming and not resonate with our audience. To address this, I presented data showing that video posts generally receive higher engagement compared to static content. I also suggested starting with simple, low-budget videos, such as behind-the-scenes clips or customer testimonials, to minimize the effort. After testing a few videos, we saw a significant increase in likes, shares, and comments, which proved the value of the approach. This success helped shift the team's perspective, and we were able to integrate video as a key element in our ongoing social media strategy.

In my experience, if you can accurately voice their point of view, you’ll gain their trust. Part of being an impactful leader is your ability to include your team in the decision-making process, even if you don’t end up implementing their ideas. For example, even if your team suggests taking avenue B and you decide to stick with avenue A, allowing them to share their perspective and contribute to the discussion is critical. You can articulate your reasoning later, but by giving them a voice (I always seek thoughtful analysis from a team of key members. The leader needs to get this input before decision making), you’re creating an environment where they feel valued and are more willing to contribute.