𝗥𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲 𝘁𝗼 𝗰𝗵𝗮𝗻𝗴𝗲 𝗺𝗮𝘆 𝗻𝗼𝘁 𝗯𝗲 𝗱𝗲𝗳𝗶𝗮𝗻𝗰𝗲 —𝙞𝙩’𝙨 𝙤𝙛𝙩𝙚𝙣 𝙛𝙚𝙖𝙧 𝙤𝙛 𝙩𝙝𝙚 𝙪𝙣𝙠𝙣𝙤𝙬𝙣 1️⃣ Think about that for a minute—about WHAT is resisted 2️⃣ Acknowledge this & frame the change as an Opportunity rather than a threat 3️⃣ Share a compelling story or analogy that Illustrates the Benefits of Adaptation (something relatable so it makes sense in-context) 4️⃣ Involve your team Early, allowing them to shape aspects of the change & identify "champions" who can Lead By Example 🌟 5️⃣ Break changes into Small, Manageable steps, Celebrating milestones along the way 6️⃣ Provide ongoing support, showing empathy when setbacks occur 👉 People adapt best when they feel Seen, Empowered & 𝘚𝘶𝘱𝘱𝘰𝘳𝘵𝘦𝘥

Change is tough, and resistance is natural, but I’ve found that the right approach makes a big difference. As a critique chair, I learned that clear communication is key-people need to see how change benefits them and the organization. Involving them in the process also increases buy-in; when they feel heard, they’re more open to adapting. Support is just as important - training and resources help ease the transition and build confidence. Change works best when it’s a conversation, not a directive.

Here are key strategies to facilitate adaptation effectively: 1. Identify the root causes of their resistance (e.g., fear of failure, lack of understanding, comfort with current methods). Have one-on-one conversations to address concerns and gain insight into their perspective 2. Implement changes in manageable steps to reduce overwhelm. Celebrate small successes to build confidence and momentum. 3. Create a Culture of Psychological Safety Allow room for mistakes and learning without fear of punishment. Recognize and appreciate their efforts in adapting to the new process. 4. Reward early adopters and those who make significant progress. Acknowledge efforts publicly to reinforce positive behavior.

When a team resists change, forcing it will not work. People need to see the value in it before they accept it. Start with the "WHY". Explain how the change helps them, not just the company. When they see the benefit, they are more likely to get on board. Involve them early. Ask for their input, listen to concerns, and make them part of the process. People support what they help build. Take small steps. Quick wins build confidence. When they see results, resistance fades. Change is easier when it feels like progress, not pressure. The key is to make them feel included, not forced.

Explain the reasons for the change and how it benefits both the team and their work. Involve them in the process by seeking input and addressing concerns. Provide training and support to build confidence. Highlight quick wins to show progress and celebrate adaptability. Lead by example, demonstrating a positive attitude toward the changes.