Your team is pushing back on program changes. How can you ensure everyone stays aligned?

It is important to recognize that resistance to change is a natural reaction for many individuals, as it often stems from fear of the unknown or concerns about how the changes may impact them personally. By actively listening to your team members and creating a safe space for them to express their thoughts and feelings, you are demonstrating that their input is valued and respected. Showing empathy towards their situation can help foster a sense of trust and understanding, which is crucial in navigating through any program changes. By acknowledging their concerns and addressing them directly, you can work towards finding solutions that benefit both the team and the organization as a whole.

I give them the opportunity to explain their objections. I try to involve them in the decision making process before changes are made in order to reduce the chance of pushback when changes are implemented. I listen to them and make sure that I understand their objections by articulating them in my own words. Then we engage in a discussion to resolve the differences. Most times that is successful. Sometimes you have to be willing to agree to disagree. You also have to be willing to examine the results of your changes with an honest eye to ensure the changes are as effective as you hoped. Get feedback from your staff periodically to see if their opinions have changed or if they have suggestions for improvement.

To ensure alignment, communicate the benefits & necessity of changes clearly, involve the team in planning, listen to their concerns & address them, provide training for new processes, set clear expectations, and maintain open dialogue. Emphasize the shared goal and reward adaptability and cooperation. Recognizing contributions and creating a supportive environment can also foster positive attitudes towards change.

The first step is to actively listen to the team's concerns and feedback. Understanding their perspectives can provide insights into potential issues and areas of resistance.

Facing team resistance to program changes? Here's how to regain alignment: 1. Open Communication & Empathy: Listen actively to their concerns. Acknowledge the challenges of change and show empathy. 2. Explain the "Why": Clearly articulate the rationale behind the program changes and how they benefit the overall goals. Reiterate the bigger picture. 3. Collaboration is Key: Involve the team in brainstorming solutions to address concerns and ensure the changes are implemented effectively. 4. Focus on Benefits: Highlight how the changes can improve processes, workload, or team skills. Frame them as an opportunity for growth. 5. Transparency & Support: Be transparent about the impact of the changes and offer support during the transition.

Clearly explain the rationale behind the changes. An example of this is when I had to implement a new project management tool. I communicated how it would streamline processes and enhance productivity, which helped the team see the bigger picture.

I was looking for this - involve the team. As leaders of programs, decisiveness (i.e. one's ability to selectively focus a team and say no to less beneficial or unnecessary tasks) is one of the top characteristics. One must make difficult decisions with tradeoffs and compromises and have those decisions followed through. Involving the team alleviates some of the tension - while they must know that you have ultimate accountability and decision-making, they must also know (not just believe) that you will lean on their expertise and experience to improve the odds of a successful transition.

Involve team members in the change process. Seek their input and feedback on how the changes can be effectively implemented. This not only makes them feel valued but also increases buy-in and ownership.

➥ Offer Training and Resources: Provide necessary tools and training. This ensures the team is well-equipped for the transition. ➥ Allow Time to Adapt: Give the team ample time to adjust. This reduces stress and increases efficiency. ➥ Conduct Regular Check-Ins: Monitor progress through frequent check-ins. Address concerns promptly to support the team. ➥ Show Investment in Success: Demonstrate commitment to the team's success. This fosters loyalty and boosts morale.

Provide the necessary support and resources to help the team transition smoothly. This might include training sessions, one-on-one coaching, or access to additional tools and resources.

Set clear expectations about the changes and their impact on roles and responsibilities. Outline the timeline and milestones, so everyone knows what to expect and when.

Celebrate small wins and successes along the way. Recognizing achievements, no matter how minor, can boost morale and reinforce the positive aspects of the changes.

Be patient and empathetic. Change can be challenging, and it's important to acknowledge and address the emotional aspects. Maintain open lines of communication. Regular updates and check-ins can help address ongoing concerns and provide a platform for continuous feedback. Be flexible and willing to make adjustments based on feedback and evolving circumstances.

It’s time to shift the focus from binary to alternatives and probabilities. The team should see the bigger picture rather than binaries like success/ failure, good/bad, ok/not ok. This will help to dissolve the rigidity and status quo bias. To break the pond effect it is important to look beyound and above exploring probabilities and alternatives.