Your team is hesitant about the proposed changes. How can you earn their trust and support?

To gain your team's trust and support, actively listen using a structured feedback platform that captures diverse cultural perspectives and concerns. Create an inclusive, transparent environment, ensuring all voices are heard. Address specific fears with empathy, show how changes align with ESG and ODS goals, and adapt based on continuous feedback. Engage with compelling stories of past successes and invite curiosity through open-ended questions. Utilize AI-driven tools to gather and analyze feedback, ensuring rapid, data-driven decisions. This holistic approach fosters trust, innovation, and sustainable progress, embodying our shared values.

As bureaucracies are flattened and autonomy and decision making are pushed further and further down into the organization, listening becomes not just important, but vital. Managers, team leaders, and employees must listen in order to: Gather information in order to participate in the decision-making process. A lot of this information is received verbally from others—managers, coworkers, customers, or suppliers. Serve as a resource to others. Getting others to cooperate involves more than just telling them what is required. It involves hearing others’ suggestions and explanations as well.

Listening is key! Always being open to views of the team members as to why they are hesitant to proposed change is must. Many a times it happens that there are some myths associated with the proposed changes that make the team to criticize it. For example, with the coming on AI the human jobs will be lost. In such scenarios, on matter how helpful that change is for the team and company in general people resist it just because of the myth. So listening is something that should be done to win trust.

Effective communication is vital to motivate team members to accept change. Share what, why, how and when of the change. Give detailed information to your team members. Be open and transparent Use simple and positive language. Avoid verbosity and jargon, as these can create confusion. Clear understanding is imperative. Communication is a two way process, so equally important is to actively listen to their views. It will develop mutual respect and trust and they will be ready to embrace change.

Communication that goes two-ways is helpful. Listening from the key members and clearing out their doubts is must. Helping them understand how the proposed change is actually beneficial for their own growth apart from organization's growth is key factor. People accept change when they feel they can benefit from it.

Instead of forcing changes they path that should be selected is of participation. When the whole team sits and discussed the changes, it's pros and cons then the doubts gets cleared and team is more likely to accept change. This is possible only when a habit of participation is applied.

Tienen que percibir la necesaria autonomía para proponer cambios, adaptarse e incluso llevarlos a la practica, todos los miembros del equipo deben tener libertad para implantar mejoras, porque como profesionales que son conocen los límites y consecuencias de sus decisiones, cuando perciben lo contrario se crea mal ambiente.

People feel more tension-free and relaxed regarding a proposed change when they know that they have a helping hand with them throughout the change takes place. As a team leader or as an organization, continuous support should be provided throughout the journey of change. This always help resisting team members to accept the change.

A supportive and encouraging environment can eliminate the fear associated with change. To motivate your team members to accept change you can provide adequate resources and relevant training. Have open discussions to address their concerns.

No one wants to accept change that will happen to cause a loss to them. That's basic human nature. So highlighting the key benefits and how that benefits will actually occur and help them is something that holds very important.

Employees will happily accept anything that's beneficial for their personal and professional growth. If your team members are reluctant to accept change, then highlight its positive aspects: Why it's important and what are its benefits and relevance. It will make them willing to embrace change. Let them know how it will contribute to their own growth.

Si bien no debemos dejar de observar estas 6 recomendaciones para facilitar las transiciones. También es importante recordar que muchas veces los cambios empresariales responden a los del entorno y las necesidades actuales, las empresas deben ser innovadoras. El factor humano es crucial, los equipos dentro de las organizaciones deben tener la capacidad de adaptarse, cubrir nuevas necesidades, ser flexibles y tener la capacidad para desarrollarse. Así como, la cultura empresarial, que puede incentivar o frenar el cambio organizacional. Comprender el funciona del proceso de aprendizaje en las organizaciones, permite implementar métodos de trabajo que mejoren la adaptación a un entorno globalizado en constante cambio.