Dealing with a team member resistant to change feels like trying to move a boulder uphill. But here’s the thing: resistance often comes from fear of the unknown. Start by understanding their concerns, listen more than you speak. Then, offer constructive feedback in a way that shows you’re on their side. Highlight how embracing the change aligns with their strengths and the team's overall growth. Help them visualize the positive impact, and invite them to be part of the solution, not just a bystander. “Resistance fades when we realize change isn’t a threat, it’s the doorway to growth!”

The best way of providing constructive feedback in such scenarios is to first try to understand their perspective and situation. Once you understand their situation address the issue by linking it with the feedback that you wanted to give. Also explain with a realistic scenario where they can validate and visualise the impact. Once they are able to visualise then they will be able to understand and implement the feedback

Approach with empathy — resistance often stems from fear or uncertainty. Acknowledge their concerns and highlight the benefits of change. Use specific examples to illustrate the impact of their resistance and suggest alternatives. Frame feedback as a growth opportunity: 🔹 "I see your expertise in X, and adapting to Y will enhance that further." 🔹 "Let’s tackle this together — what support would help you transition smoothly?" Encourage small wins to build confidence. Reinforce positives while setting clear expectations. A touch of humor — “Even dinosaurs had to adapt… well, the ones that survived!” — can lighten the conversation. Ultimately, connect change to their success, making it less of a demand and more of an opportunity.

Clearly explain the benefits of the change and how it aligns with team goals. Provide specific feedback on how their adaptation can improve outcomes. Offer support, training, or mentorship to ease the transition.