1️⃣ Acknowledge & Understand Concerns – Listen to your team’s reasons for resistance. Is it uncertainty, workload or lack of clarity? 2️⃣ Communicate the "Why" Clearly – Explain the benefits of the change & how it aligns with project goals. People are more receptive when they see the bigger picture. 3️⃣ Involve the Team in Decision-Making – Engage them in discussions, seek their input & co-create solutions. Ownership reduces resistance. 4️⃣ Provide Support & Solutions – Offer training, phased rollouts or quick wins to ease the transition. Address concerns with actionable steps. 5️⃣ Lead with Empathy & Celebrate Wins – Change can be challenging. Validate their concerns, support them through the transition & recognize small successes.

According to Harvard Business Review," The belief that humans fear change is a myth.What humans actually fear is change that excludes them" Overcome"Defensive Organizing" which is a leader's need to get rid of their own anxiety about performance challenges Before implementing some breakthrough ideas, reflect long, hard, look deep within yourself and acknowledge your limitations Define the criteria to objectively measure progress while inserting safeguards against groupthink, collision and self-deception One of the greatest culprits in the failure of change management are the untested assumptions Embrace the"Privilege Mindset" while introducing change and begin the journey of change with uncertainty Name the collective limitations

Resistance could be due could as a result of fear or increased job load. So, navigation resistance requires a strategic method that can address underlying concerns and this can be done by: Building trust by acknowledging their every concerns or worries and then having a honest conversation to attend their individual concerns. Then you move onto working together on the solutions and delegating as required to the project needs and objectives. And finally, you celebrate wins as you progress but above all stay flexible if further issues arises.

Resistance signals engagement. Acknowledge concerns, then reframe change as an opportunity. Foster ownership by involving the team in solutions. Transparency, empathy, and adaptability turn pushback into progress, ensuring alignment without dismissing valid perspectives.

When my team pushes back on changes, I first take the time to understand their concerns. In a past project, the development team was resistant to a sudden shift in priorities. I sat down with them to listen and empathize, which helped me identify the root cause: they were worried about unrealistic timelines. I then communicated the bigger picture—why the changes were necessary for the project’s success. By involving them in the solution, we adjusted timelines and added buffer time. This collaborative approach turned resistance into commitment and strengthened team trust.