When facing resistance to shifting priorities in a healthcare project, it’s crucial to align the team with the new vision. Start by clearly communicating the reasons behind the change and how it benefits patient care or organizational goals. Encourage open dialogue, addressing concerns and emphasizing the value each team member brings to the process. Provide support through training and resources to ease the transition. Recognize and reward adaptability, and create a sense of ownership in the project's success. By fostering a positive, inclusive environment, you can motivate the team to embrace change.

It's extremely important to build trust and purpose with your staff. Your team needs to build a higher purpose than the project to actually work through issues. Very often we forget about the larger purpose and only concentrate on the project. If your team is trained well enough and believes in what they are doing they will be able to navigate through any hurdles.

I'll first start by acknowledging the resistance; letting my team express their concerns and listen without judgment. This builds trust and gives you insights into why they’re hesitant. Next, communicate the "why" behind the change. Help the team see the bigger picture as purpose is a strong motivator. Involve the team in finding solutions; Let them help shape the transition, giving them a sense of ownership rather than feeling forced into change. Celebrate small wins and recognize and express group progress to show that the team efforts are making a difference. Finally, lead by example. Show your willingness to embrace the shift, creating a culture where adapting becomes a shared effort rather than a burden.

To motivate adaptation, explain how the shift enhances patient outcomes and aligns with healthcare goals. Involve the team in decision-making to foster ownership. Provide support through training or resources, and recognize their efforts. Clear communication and celebrating small wins can reduce resistance and boost morale.

One way to help the team get through changes is by making sure they have a clear plan in front of them. If everyone knows what’s coming, it’s less overwhelming. It also helps to be flexible with timelines, letting people take their time to adjust. It’s good to remind the team about the long-term benefits of the change, so they stay motivated. Building a mindset where people see change as a chance to grow can make everything smoother. Lastly, having a space where anyone can share their worries openly without feeling judged really helps everyone feel supported during the process.