To foster openness and adaptability in a team resistant to change, first involve them in the change process. Host discussions where team members can express concerns and offer input, helping them feel engaged and valued. Clearly communicate the benefits of the change, supporting your points with data and success stories from similar contexts. Additionally, introduce changes incrementally and provide thorough support. Conduct training sessions to help team members adjust and designate change champions who can guide their peers. Celebrate small successes to highlight the positive aspects of the change. This strategy reduces resistance and gradually builds a culture that embraces adaptability and innovation.

Dealing with team resistance to change in program management requires a strategic approach that considers both the emotional and practical aspects of the change. I always like to communicate openly and honestly about why things are the way they are or why we should respond to change in a certain way. If conflicts arise, we debate it out and ensure everyone’s opinion is heard. When people feel seen and heard, conflicts tend to dissolve, and decisions are more widely accepted. By involving the team, providing support, and highlighting early successes, you can effectively guide them through the change process, ensuring a smoother transition and greater buy-in.

To encourage adaptability in your team, promote a growth mindset by valuing learning and flexibility. Provide training and development opportunities to help team members acquire new skills and stay current. Foster open communication to ensure team members can share ideas and feedback, which supports collaborative problem-solving. Implement Agile practices to emphasize iterative progress and flexibility. Recognize and reward those who demonstrate adaptability and innovative thinking. These approaches build a resilient and responsive team capable of handling change effectively.

Resistance to change often arises from uncertainty and a lack of ownership. As a leader, it's crucial to take responsibility for addressing this resistance by clearly articulating the strategic importance of the change and why it's vital for the organization’s success. Engage your team in the planning process to increase buy-in, empowering them to take ownership of their roles within the new framework. Lead by example, demonstrating your commitment and flexibility, and celebrate small wins to build momentum. It's your responsibility to guide the team through this transition, emphasizing that adaptability is key to achieving business goals.