In a previous project, my team was resistant to a significant process change. To overcome this, I involved them in the decision-making process by actively seeking their feedback on the proposed changes. I organized a series of meetings where everyone could voice their concerns and suggest improvements. By implementing some of their ideas and keeping communication transparent, the team felt more invested in the change. Additionally, I provided training to help them adapt to the new processes. This approach turned initial skeptics into advocates, leading to a smoother transition.

“Tell me & I forget, teach me & I may remember, involve me & I learn” In my experience Involving your team early in the decision-making process can empower them and reduce resistance to change. Start by creating a sense of ownership—engage team members in identifying issues and crafting solutions. When they have a stake in the outcome, they’re more likely to support the change. Ensure open, transparent communication. Regularly update your team, and encourage sharing thoughts and concerns to build trust. Form "design and build" teams led by key change agents to develop core strategies, and involve managers in implementation. Communicate, Communicate , Communicate to ensure everyone understands the change & sees the new direction clearly.

Resistance Management, as it were, is essential to effective Change Management. As stated above, Communication is essential, with key elements that include staff inputs such as: 1. As is state - let's agree on where we're at with Sales, Costs or situation or whichever issue on deck. 2. Future state- as the famous line from Alice in Wonderland goes, "if you don't know where you're going, any road will get you there." While the general direction is likely to have been decided by the Executive Team, it can be immensely helpful and expeditious to confer on "The How" with the team who's likely to implement the new prigram.

Resistance is caused by: □ Fear □ Uncertainty □ Doubt Try to understand what their concerns and issues are. Show empathy for their emotions. And take these concerns away. Show them how the change will benefit them and keep it fun.

Traga as pessoas para o centro da mudança, dê a elas informações necessárias para gerar conscientização em relação à mudança e como eles são peças fundamentais para o sucesso de empreendimento e da mudança.

Involving the team in decision-making when they’re resistant to change is about empowering them to take ownership of the process. By fostering open dialogue, involving them early, encouraging ownership, facilitating collaboration, providing the right tools, and recognizing their contributions, I believe we can transform resistance into proactive engagement. This approach not only helps in successfully implementing change but also strengthens the team’s cohesion and commitment to the organization’s goals.

Aquí hace falta un plan estratégico para el cambio. En este punto la comunicación juega un rol fundamental, pero somos seres que creamos nuestra realidad y por tanto hay que generar espacios controlados en que las personas no sientan ansiedad y puedan generar aportes en el cambio. Imponer, puede ser un error difícil de dar vuelta. Un aspecto clave es contar con un equipo/comisión de cambio que se ocupa de gestionar la estrategia y velar por que todos sean impulsados a la acción