What do you do if your colleagues are resistant to change and uncertain about the future?

To support colleagues resistant to change and uncertain about the future, communicate openly, provide resources and support, encourage dialogue, highlight benefits of change, lead by example with a positive attitude, celebrate small wins, seek input from colleagues, and provide continuous updates. By fostering a collaborative and transparent environment, colleagues can navigate uncertainties, reduce resistance, and embrace change positively for a more successful transition.

Robert Dilts é um dos grandes nomes quando se fala em modelar comportamentos. de forma resumida, é possível iniciar o processo de modelagem através das clássicas perguntas do 5w2h: - Onde/Quando esse comportamento ocorre? - O que é feito pela pessoa? - Como essa ação é realizada? - Porque pessoas se comportam dessa maneira? - Quem são? Como é sua identidaade? - Quem mais se beneficia com esse comportamendo modelado?

Change takes time and so do people. Give time. Let them observe the start of the change. But make sure they see the change happening and its impact. You may also do a small exercise with them. Ask them to list down what they aspire for. Where they want to be in the next 5 years. Then ask them to list down what can take them there. There will be few activities which they are currently doing but there will also be a couple of activities which they need to start doing. This is the start of a change mindset. The need for a change should ideally come from their within. This makes it easier and increases acceptability.

I turn into a change cheerleader. First, I listen to their concerns with empathy, acknowledging the fear of the unknown. Next, I highlight the benefits of the change, painting a picture of a bright future with vivid brush strokes. I propose small, manageable steps towards the change, making the unknown less daunting. I also share success stories related to the change, because everyone loves a good tale of triumph. By involving them in the planning process, I make them feel like architects of change, not just passengers. And I keep the lines of communication open, creating a feedback loop that's like a conga line of ideas—everyone gets to join in.

From my training in Organizational Change management, I suggest the following approach, to support a colleague in an upcoming change: -Create awareness of the change. -Foster desire by aligning with personal goals, answer the WIIFM (whats in it for me?). -Provide knowledge and resources. -Support your colleague in developing new abilities, if required. -Reinforce change with recognition.