Here's how you can navigate team members' resistance to change as a data governance manager.

Listening helps in many areas .... Understand concerns: actively listen to team members' fears and objections. This helps identify issues that are causing resistance, such as fear of the unknown, perceived threats to job security or lack of confidence in new systems. Build trust: Show empathy and understanding by acknowledging employees' concerns. This promotes trust and shows that you value their input, which makes them more open to change. Tailor solutions: Use the insights gained from listening to develop solutions that address specific concerns. Individualized approaches can help reduce anxiety and create an environment that is more supportive of change.

We should first "seek to understand" - which is such an important quote from Covey. We need to understand the resistance before thinking about how we can help team members through the changes. I recall a study which listed 'lack of awareness' as one of the primary causes of resistance. I would encourage: 1. More frequent communication and team engagement working through the change 2. 1:1's with team members (more personal discussions) 3. Identify strongest resisters and make them leaders/change champions 4. Be patient - very important when dealing with change as it takes time for team members to understand and adjust to the changes.

Before implementing any change, it’s essential to listen to your team’s concerns. Active listening involves not just hearing their words but understanding their underlying fears and motivations. Create an environment where team members feel safe expressing their thoughts. This can uncover valuable insights that might shape the change process to be more inclusive and less disruptive.

Imagine yourself as a doctor diagnosing an illness. You wouldn't prescribe medicine without understanding the symptoms. Similarly, active listening helps diagnose the reasons behind resistance. Give your team your full attention Ask clarifying questions Acknowledge their concerns Focus on solutions By actively listening, you can build trust, overcome resistance, and ensure a smooth transition. When implementing a new data integration pipeline using Qlik or Talend, actively listening can help identify concerns about learning the new tool. You can then address this by providing comprehensive training and support, easing the transition for your team.

Escuchar al equipo es uno de los principios para conectar con empatía y conocer cuales son sus preocupaciones y aclarar sus dudas a traves de un lenguaje sencillo, que interconecte la idea de hacia donde vamos y donde estamos.

Resistance often stems from a lack of understanding. Provide clear, concise explanations about why the change is necessary and how it benefits both the organization and the team. Use data-driven examples to illustrate potential improvements. Tailor your messaging to different audiences within your team, ensuring everyone comprehends the impact in a way that resonates with them.

Parte de mi experiencia liderando equipos es la de conectar con palabras sencillas y analogias, para que el equipo pueda claramente conocer cual es el sentido de nuestra meta y el porque de los objetivos, sino hay metas claras ni un camino, aunque coloquemos señales pueden perderse en el camino, hay que guiar y explicar con sabiduría.

Demonstrate your commitment to the change by embodying the new behaviors and practices you wish to see. When team members see their leader actively engaging with the new processes, they are more likely to follow suit. Show enthusiasm and confidence in the change, highlighting its positive aspects and addressing any challenges openly.

La esencia del buen ejemplo se traduce en como queremos ser recordados, como queremos dejar una marca de buen ejemplo en nuestro equipo, no debemos exigir lo que somos incapaces de demostrar. Si exigimos que el personal llegue a su hora el primero que debe cumplir el horario es el líder. Parte de la motvacion al personal es que conozcan como hacemos frente a los nuevos retos y los resolvemos.

Within every team, there are individuals who naturally influence their peers. Identify these champions and involve them early in the change process. Provide them with the tools and knowledge they need to advocate for the change. Their endorsement can significantly sway their colleagues' opinions and help diffuse resistance more organically.

Change can be stressful, so it's vital to offer robust support systems. This includes training programs, access to resources, and a clear channel for feedback. Regular check-ins can help address any ongoing concerns and demonstrate that you’re invested in their success. Reinforce that it’s okay to make mistakes as part of the learning process.

Finally, keep a close eye on the implementation of changes. Use metrics to track progress and identify areas needing adjustment. Celebrate small wins to keep the team motivated and provide constructive feedback where necessary. Regularly update the team on progress, making them feel a part of the journey and reinforcing the positive impacts of their efforts.

To overcome a team's resistance to change, you need to understand their concerns ... Motivations: Identify the reasons for the resistance. This could include fear of losing their job, discomfort with new technology or a lack of understanding the benefits. Address these concerns to create a more supportive environment for change. Benefits: Clearly highlight the benefits of the change for the team and the company. Emphasize how improvements in data governance can lead to more efficient workflows, better data quality and improved decision-making capabilities. Involvement: Involve team members in the change process by asking for their input and feedback. This helps them feel more involved in the change and reduce resistance.