Você está enfrentando resistência dos membros da equipe em relação à mudança. Como você pode construir confiança com eles?

Stepping into a leadership role with skeptical long-time employees requires patience and proactive efforts. Begin by listening actively to their concerns, understanding and acknowledging their experience. Demonstrate integrity by being transparent about decisions and actions. Consistently deliver on promises and show genuine empathy towards their perspectives. Invest in building relationships through regular communication and collaborative problem-solving. Over time, as trust grows, so does respect for your leadership . Trust is built on transparency, consistency, and genuine empathy.

To build trust with resistant team members during change, engage them early in the process to voice concerns and ideas. Demonstrate transparency by sharing information about the change's rationale and benefits. Show empathy by addressing their fears and uncertainties, and actively listen to their feedback. Involve them in decision-making where possible to foster ownership. Communicate consistently and authentically, highlighting how their contributions are valued and integral to the team's success.

Be mindful what exactly you're listening for and how you'll act during your listening. Early stages of change, or transition actually, are ripe with a lot of emotion and feelings therefore be ready to change typical "active listening" styles to best hear what they're saying.

Building trust starts with transparent and straightforward communication. It’s about explaining the reasons behind the change, addressing concerns openly, and being consistent in your messaging. From my experience, listening actively to team members' feedback and involving them in the decision-making process can also foster trust and collaboration. Creating a safe space where everyone feels heard and valued is key. It’s about being approachable and empathetic, understanding that change can be challenging for everyone involved.

To deal with resistance on change, involve your team in the change process by giving them a say in how it's implemented. Providing your team with a sense of ownership over the change can transform resistance into support, as they feel more invested and valued in the process. Communicate openly and regularly with your team about the changes and their progress. Keeping them informed helps build trust and reduces uncertainty. Recognize and appreciate the contributions of team members who actively participate in the change process. Celebrating their efforts can boost morale and further encourage engagement and support.

Rosalind Brewer, CEO of Walgreens, effectively empowered participation to build trust and drive change. During her tenure at Sam’s Club, Brewer faced resistance when implementing new strategies. She formed cross-functional committees and solicited feedback from team members at all levels, leading to a 25% increase in employee engagement scores. By involving her team in the decision-making process and allowing them to lead certain aspects of the change, Brewer transformed resistance into support. Emulating Brewer’s approach, you can empower your team to take ownership of the change process, fostering a sense of trust and collaboration that drives successful outcomes.

I believe this is where empathetic leadership plays its part in utmost glory. You want to build a trusted relationship not merely to convince them to get onboard with the change, but to sit with them and understand where the reason for this resistance. Understanding the problem at hand plays a bigger part than pushing for its solution. If you, as a leader, are able to work on addressing the root cause, it is easier and more impactful to get the team/team members onboard and drive meaning change.

Your team will never be behind you if you're not leading by example. If a leader can't follow the changes, why should they? Show them there's no reason to be hesitant!

Building trust starts with demonstrating your commitment to the change yourself. As a leader, your actions speak louder than words. Show that you’re willing to embrace the change, adapt, and put in the effort needed. From my experience, being transparent about the reasons behind the change and how it aligns with our goals as a team can also build trust. Leading by example means being open to feedback, acknowledging concerns, and showing empathy towards team members’ perspectives. It’s about setting a positive tone and showing that you’re in it together with them.

Before asking your team to invest their efforts, you need to invest in their training and provide information gateways to help them become aware of the various aspects of the change and how it will impact them and their teams. You should always have your (virtual) door open for any feedback or urgent complaints from your people.

Angela Ahrendts, former SVP of Retail at Apple, exemplified providing support during times of change. When she led the transformation of Apple’s retail stores, Ahrendts faced significant resistance from team members. She implemented comprehensive training programs and maintained an open-door policy, which led to a 30% improvement in employee satisfaction scores. By offering resources and being readily available to address concerns, Ahrendts demonstrated her commitment to her team's success. Following her example, provide your team with the necessary support during transitions, alleviating anxiety and building trust in your leadership.

In my experience, praising "efforts" works way better than praising "results" - If your employees are doing their absolute best then this in and of itself should be recognized and praised. If they didn't achieve the desired result then leadership need to re-assess whether they have been provided with proper training on this new phase (e.g., migrating to a new CRM); are there clear and accessible points of contact that your team can direct their questions to or are they left stranded in the process? What you focus on improves and your team will work beyond their normal levels when they feel their efforts are seen and acknowledged.

When facing resistance, it’s crucial to consider a few more things. First, involve your team in the change process from the beginning. Their input and ideas can make a big difference in how they perceive and accept the change. Second, be patient and empathetic. Change can be unsettling, so giving your team time to adjust and expressing understanding goes a long way. Third, lead by example. Show your commitment to the change and how it will benefit the team and organization. From my experience, addressing concerns openly, providing clear explanations, and showing appreciation for their efforts can help build trust and reduce resistance. It’s about fostering a supportive environment where everyone feels heard and valued.