When your team is divided on culture change, it’s essential to step back and see the situation from a deeply human perspective. Every team member is navigating their own relationship with change—some may fear losing a sense of belonging, while others are eager to grow. Instead of pushing a one-size-fits-all solution, create space for genuine conversations about what people are feeling, not just what they’re thinking. Align them by focusing on shared human values like trust, security, and the desire for meaningful work. When people feel understood as individuals, they’re more likely to unite around a common goal.

When a team is divided, I believe the first step is to understand and respect where each person is coming from. I focus on creating an open dialogue where everyone can express their perspectives. This helps uncover the underlying reasons for resistance and brings to light shared values we can build on. From there, I work to connect the change to the organization's core mission and how it benefits everyone. I find that when people can see how a change aligns with their personal and professional goals, they’re more likely to get on board.

It is common for companies to try to address these problems from an educational point of view. The first reaction is to communicate, inform, try to indoctrinate. I think it is more effective to approach it from a conversation focused on discovering the purpose and intention that brought us together in that company or culture. Once that purpose and intention are understood and made visible, one can build, with the involvement of everyone, a better path towards a cultural change based on the principles that have united us and that guide us.

Yo propondría escuchar al equipo, conocer sus necesidades y sus perspectivas, saber que miedos tienen y que les está paralizado al cambio. Como líder será importante tener claridad del objetivo que se persigue para aportar en su gente, persona a persona primero. Por supuesto demanda tiempo de escucha e indagación en donde las preguntas poderosas suman y generan confianza.

Culture change in not an easy piece of cake. It requires questioning own values, behavious - sometimes even beliefs. To gain alignment around common goals and mission, communication is key. Communicate clearly not only the vision but also the expectations from your team. Don't underestimate or deny the challenge. Transformations are not easy - for anyone. As a leader, be honest about how you have overcome such transitions - either in the past or the current process. Assure that you, as their leader are there for them, and invite to a safe space where transparency is welcomed. Create a sense of togetherness and unity around values - they will keep the momentum going.