Sua equipe é resistente a mudanças nos processos. Como você pode levá-los à inovação?

1. Acknowledge: o Change can be challenging for everyone. o Discuss your team’s issues and concerns. o Show Empathy. 2. Communication: o Explain the reasons behind the change. o Highlight positive outcomes. o Address issues / fears. o Keep it simple and easy. 3. Team Engagement: o Involve team members in decision-making. o Seek their input and ideas. o Create a sense of ownership and shared responsibility. 4. Celebrate Wins: o Recognize and celebrate progress. o Show how the changes are making a difference. o Build momentum.

As a PM with 8 years across industries, I've encountered resistance to process changes. Here's what's worked for me: Start with "Why": Frame the change as an opportunity to improve. Use real data on pain points and potential benefits to build buy-in. Embrace Feedback: Actively solicit team input. Their insights can improve the new process and foster a sense of ownership Pilot & Celebrate: Run a small-scale pilot with a core team. Celebrate successes to demonstrate positive impact & build momentum Offer Support & Training: Provide clear training and ongoing support to address concerns & ensure a smooth transition By focusing on customer impact, co-creating solutions, & celebrating wins, I've seen hesitant teams become innovation champions

As a program manager, I've developed several strategies to address this challenge effectively. Firstly, patience is key. Navigating through different departments and perspectives requires a lot of it. Secondly, transparency plays a crucial role. By sharing findings and suggestions openly, I pave the way for the third strategy: encouraging input. Allowing others to voice their concerns, ideas, and hesitations fosters a collaborative environment as we embark on changes. I approach resistance from a strengths perspective. As a strengths coach working through change involves comprehending perspectives and finding common ground. This not only helps in getting others on board but also keeps me open to adjusting our approach when necessary.

Involvement: When possible, involve your team in the planning process. This gives them a sense of ownership and can help address their concerns before they become roadblocks. Training and support: Provide adequate training and support to help your team adjust to the new processes. Positive reinforcement: Celebrate successes and milestones during the implementation process to keep motivation high.

1. Understand the reasons behind their resistance 2. Involve the team in the process of change 3. Start small: Introduce incremental changes, allowing the team to adapt and build confidence in new processes. 4. Provide training and support 5. Celebrate successes: Recognize and celebrate the team's achievements and progress, reinforcing the value of innovation. 6. Lead by example: Demonstrate your willingness to adapt and innovate, inspiring the team to follow your lead. 7. Foster a culture of experimentation: Encourage calculated risk-taking, learning from failures, and continuous improvement. 8. Address concerns and feedback: Openly address concerns, incorporate feedback, and make adjustments as needed.

To lead a resistant team towards innovation, I will start by understanding and acknowledging the team's concerns, and then communicate a clear vision of the benefits of change. I will involve the team in the process, seeking their input and collaboration, and provide the necessary support and training to ease the transition. Create short-term goals to demonstrate quick wins and maintain momentum. I will lead them by example with a positive attitude, fostering a culture that encourages experimentation and rewards innovation. Address any fears about job security and clarify roles to reduce uncertainty. Implement changes gradually, stay persistent, and use regular feedback to make improvements.

Usually when it comes to change, people are frightened by it. It is imperative you create a process funnel in which people can "filter" through in order to accept the inevitability. This can come in the form of upskilling, educational workshops, agile walkthroughs etc. It is imperative everyone is on the same boat in these situations so that they can support and lean on each other during the change phase.

I think some of the ways to get started is through : Active Listening plays a huge role in addressing team resistance, also it’s imperative to build trust, having an open communication goes a long way in resolving team resistance. That said it’ll help the team feel more comfortable.

First thing first: Communication, it is like lifting of an early morning fog. For communication to be effective the message transmitted must be accurate and timely and recipients must understand it. If the quality of the information is lacking, it is often meaningless or worse misleading. Next, figure out the cause of resistance. This involves a great deal of brainstorming with all team members. Third, promote a workplace which values each staff for their contributions, perspectives and potential. And then let them feel equally involved in and supported.

Sometimes change within a team can be a difficult process especially when the team is used to a particular style of doing or carrying out activities. But clearly communicating the new vision and how it compliments the former approach can be a good step towards an innovative change within your team and organization.

Clearly articulate the vision of why innovation is necessary. Explain how it aligns with larger goals, benefits the team and organization, and addresses current challenges or future opportunities.

Clearly communicate the vision and benefits of the proposed changes. I shared a detailed plan with my team, explaining how the new processes would improve efficiency, reduce errors, and ultimately benefit everyone. By painting a clear picture of the positive outcomes, I was able to garner more support and enthusiasm for the change.

When team members have a clear understanding of the vision, they can see how their efforts contribute to the project’s success and the company’s overall goals. This understanding fosters a sense of ownership and commitment, making them more likely to embrace changes and innovations. It turns resistance into a collaborative effort to improve and succeed, rather than a barrier to progress. By communicating the vision effectively, you help team members see the bigger picture, ultimately making them more motivated to overcome challenges and contribute positively.

Offer relevant training and resources to equip your team with the skills and knowledge needed for innovative practices. This can include technical training, creativity workshops, or exposure to new methodologies.

This is Essential. You should be running training sessions bi-monthly. This allows you to touch base, keep the team focused, accountable and provides a refresh. If you are working agile, things change constantly, human nature (to sometimes not ask and go along with things) does not. So your job as programme/delivery lead is keep everyone focused.

Offer comprehensive training to ensure everyone feels comfortable with the new processes. During the implementation of a new software system, I organized training sessions and provided resources such as tutorials and user guides. Adequate training helps alleviate fears and builds confidence in using new tools and processes.

Foster a sense of ownership by involving team members in the innovation process. Encourage them to contribute ideas, take initiative, and lead innovation projects. This helps them feel invested in the outcome.

Empower team members by involving them in the change process. I created a task force comprising team members from different departments to lead the implementation of new processes. Giving them ownership made them feel valued and invested in the success of the change.

Innovation is not a top-down process, but one that requires active participation and collaboration from all levels. By involving team members in decision-making, a Program Manager can tap into a diverse pool of ideas and perspectives, leading to more innovative solutions and better project outcomes. This involvement also helps to mitigate resistance, as team members who feel heard and valued are more likely to support new initiatives. However, as Sergio Marchionne noted, this approach works best when surrounded by individuals who embrace “vision that do not become nightmares”. Otherwise, such approach can quickly turn into counterproductive obstacles.

Establish incentives that reward innovative thinking and outcomes. These can be financial rewards, recognition, career development opportunities, or simply acknowledgment of contributions.

Introduce incentives to motivate the team to embrace the changes. In a previous project, I implemented a rewards system for achieving milestones related to the new processes. Incentives such as recognition, bonuses, or additional time off can drive motivation and acceptance of change.

As a Program Manager, it’s important to monitor the team’s morale and address any signs of fatigue or disengagement promptly. By keeping a pulse on the team’s energy levels, you can implement strategies to keep them motivated and focused. From personal experience, small gestures can make a significant impact: when I was an intern, a leader gave me a sticky note with a message encouraging me to keep my good energy high; this simple act of recognition and encouragement motivated me throughout my projects and continued to inspire me even after I became a full-time employee. Overall, creating a culture of recognition and support helps sustain momentum, ultimately leading to successful project outcomes.

"Getting to the top is easy. Staying there is most difficult" Momentum is a continued pendulum swing and the way to maintain is to always adapt to changd and innovate/iterate. Research and development has to be apart of your daily plan in order to stay with the wave in this field

Maintain momentum by continuously supporting and reinforcing the importance of innovation. Regularly revisit the vision, celebrate successes, and learn from challenges to keep the team motivated and engaged.

Keep the momentum going by celebrating small wins and continuously supporting the team. I made sure to acknowledge and celebrate early successes, which helped maintain enthusiasm and commitment. Regular check-ins and feedback sessions ensured that any issues were promptly addressed and improvements were continuously made.

Lead by Example: Demonstrate your commitment to the new processes by adopting them yourself and showing their benefits in your work.

Benefits Alignment Based on my leadership experience in data governance, the key strategy when encountering resistance to change within my team is active involvement in the process. I ensure comprehensive understanding of how the new processes enhance innovation through improved data accuracy, accessibility, and trustworthiness. By openly discussing concerns and collaboratively identifying solutions, we address their specific needs while maintaining alignment with our overarching objectives.

Focus on key stakeholders. Know who will be affected by the change and get their buy-in or reasons for opposition. Vision =Hope Plan. Be both cheerleader and strategist for success.