Votre équipe résiste au changement. Comment gagner leur confiance pendant une période de transition ?

Firstly, allow the team to express their fears and concerns with respect to the change. Establish a supportive environment leading by example would bring in a level of confidence within the team. Keep the communication open and celebrate small wins along the journey.

The best approach is to maintain open communication within the team and ensure everyone has a stake in the outcome. When team members feel that there's a shared benefit for everyone, the transition will go much more smoothly.

To earn your team's trust during a transition, focus on open communication about the reasons for change, involve them in the process, show empathy towards their concerns, lead by example, provide necessary training, celebrate small wins, and practice patience. These actions can help create a supportive environment that encourages acceptance and collaboration.

Treat them like adults that you actually respect. That's it. And the tool is making me type more characters because my answer is too straight forward to be accepted by this site...

Generally people aren't comfy with change being 'made to them', you need to facilitate teams being 'part of the change'. Early engagement is key - bring them on the journey, get them involved, remain open to sharing autonomy and ownership of the change as far as it practicable, and absolutely remain transparent.

This is actually very accurate, making sure to provide clear and consistent communication about what the change entails, why it is necessary, and what impact it will have on the team. Better yet, the consequence of not implementing the change will go a long way. It might be clichy, but honesty is the best policy and a straight path to earning trust.

Der Aufbau einer transparenten Kommunikationsstruktur kann Vor- wie auch Nachteile mit sich bringen. So kann eine hohe Transparenz das Vorhaben gefährden, wenn individuellen Interessen politisch instrumentalisiert werden. Auf der anderen Seite fördert eine transparente Kommunikation das Vertrauen in die Führung und kann zu einer Stärkung der Unternehmensidentifikation beitragen.

Effective Communication! >Articulate reasons. >Avoid jargon. >Be transparent. >Maintain open communication. Clear communication builds trust and ensures everyone is aligned with the change process.

Clear and transparent communication is what has helped me lead complex organizational changes . I like to make the distinction between transparency and full disclosure : transparency doesn’t mean you need to share it all. Transparency is being able to say ‘this is what I can share ‘ and ‘I do not have that information ‘ . Transparency builds trust . Change is disruptive. It is normal ,and expected , for people to feel fear. Clear communication , transparency and empathy are key in any change management process .

I can't tell you how many times well intentioned change fails dismally because leadership expects adoption and buy-in when they themselves continue business as usual. People are incredibly savvy, your failure to lead by example even if you think it is hidden, speaks volumes! Model what you want and what is best for the company to earn that trust. More importantly, don't do it as a check box exercise but engage with it enough for you to understand its value so your actions are authentic. Pretence screams loud!

Avoid becoming part of the rumor mill. Help tell the story of the change and help others understand where they fit in the new vision for the organization. Show your support for the change and rise above the politics and nonsense during the change.

Führungskräfte, die in der heutigen VUCA-Welt eine Vorreiterrolle einnehmen, haben neben der fachlichen-, insbesondere ein hohes Maß an emotionaler Kompetenz. Getrieben durch veränderte Wertevorstellungen (Purpose), demografischer Entwicklung und neuer Arbeitsmodelle, verlieren Machtinsignien zunehmend an Bedeutung, wodurch die Investition in den Menschen wieder an Bedeutung gewinnt. Authentische Führung kennt weder Sautiriertheit noch etwaige "Cover-my-ass-Strategien"

Hay algo que nunca me ha fallado. Hay que ser el ejemplo: Un líder no puede pretender que su equipo haga algo si no está dispuesto a hacerlo. El ejemplo es la mejor manera de transparentar la situación, mostrar firmeza y creencias en el plan y por ende dar y generar el compromiso necesario para que todos puedan seguir el mismo camino.

One action equals a thousand words. It's best to walk the talk and do as you believe. Even if it means doing the task of others. It galvanizes teams and removes discord.

This is the most effective strategy when you let your team weigh in and feel a party to the change. The team will actively ideate and lead the transition.

Change strategies are developed with contributions from multiple stakeholders, but executing change strategies requires trust from the people closest to the work. Those on the frontline can provide the most actionable insights. Overcommunicate, listen to feedback, and adapt the process where relevant. This will build trust in your leadership and increase buy-in from your team and acceptance to the change. They need to understand the what, why, and how of the change. Trust is then validated, and gratification achieved, once your team sees the alignment and progress of their hard work.

Engage your team by involving them in decision-making or problem-solving related to the change. When people feel that they have a voice and influence over how change happens, they are more likely to support it. It is more of a PULL not the PUSH.

To gain your team’s trust during a period of change, actively involve them in the transition process. For instance, if your team needs to adopt a new project management tool, involve them early by seeking their input on how it should be implemented and assigning roles in the transition. Acknowledge their suggestions and contributions, and make sure they understand how their feedback shapes the outcome. When team members feel their involvement is valued and they have a role in the change, they are more likely to embrace it and support its successful implementation.

Assign them roles in the transition, ask for their ideas on improvements, and acknowledge their contributions. When team members feel they have a stake in the outcome, they are more likely to support the change and work toward its success.

Skill Development: Offer workshops on new tools, like software training sessions, ensuring everyone feels equipped. Ongoing Support: Provide access to mentors for guidance during the transition. Resource Availability: Create a centralized online hub for training materials. Feedback Mechanism: Implement regular check-ins to address concerns and gather input. Celebrate Progress: Acknowledge milestones, such as successful project completions, to boost morale

To earn your team’s trust during a transition, offer thorough training. For example, if your team is shifting to a new software platform, ensure each member receives detailed training sessions and ongoing support. Provide resources, like manuals or help desks, to help them become comfortable with the new system. By addressing their knowledge gaps and showing that you are invested in their development, you reduce anxiety and resistance. This approach not only eases the transition but also reinforces your commitment to their professional growth and success.

Make sure everyone has access to the resources they need to feel confident and capable in their new roles. By providing the necessary skills and knowledge, you not only ease the transition but also show that you value their professional growth.

Equip your team with the skills and knowledge they need to adapt to the new processes or systems being introduced. Offering training sessions or resources will not only help them feel more comfortable with the change but also show that you are invested in their growth and success throughout the transition.

How We Celebrate Success – and Failures! In our team, we have a great routine for celebrating successes – but also for learning from failures. Once a month, we have a session where everyone can share their highlights: whether it's great client feedback, a new method that worked, or just something they enjoyed doing. We also share things that didn’t go as planned, always with humor and self-reflection. Everyone loves this format because it not only strengthens us but also makes us more human.

I find it very important to acknowledge and celebrate the team’s progress during any transition. By recognizing their efforts you build morale and reinforce a positive attitude towards change. Also give them inspiration to come back with more of the same or even better in some cases.

Recognize and celebrate progress, no matter how small. Acknowledging achievements along the way helps boost morale and reinforce that the change is moving in a positive direction. Celebrating milestones also provides an opportunity to reflect on what has been accomplished, reinforcing team cohesion and trust in the process.

if your team is adopting a new software system, acknowledge key achievements such as successful implementation phases or milestones in mastering the new tool. Recognize individual efforts and team successes to keep morale high. Celebrating these achievements not only motivates the team but also demonstrates your appreciation for their hard work and commitment. This approach helps build trust and fosters a more supportive atmosphere during the transition.

The celebration of milestones is a good means of returning appreciation to the team for buy-in to change initiatives and performance. Also, those celebrations offer occasion and opportunity for promotions, an important vehicle for talent retention. This way, change culture can be hardwired into the organisation in a positive and constructive manner, adding to lasting impact and sustainable robustness.