Your team is hesitant about change. How can you earn their trust and show them the benefits?

First, communicate honestly. Share what's known and not yet known. And provide timely updates. Building trust is a matter of what you say and do over time. Be consistent. You can build trust along each incremental step of the change. Who can speak to your team with credibility? You may have explained or described the anticipated benefits, but employees still could have doubts. Can you get testimonials from people like those on your team who can tell their own story? Can you create an experience in some way that helps them realize what the new scenario will be like? "Show the benefits" may be the key phrase here in terms of earning the trust of your team members.

I find that a round table to openly discuss pros and cons to the change is very helpful. There is a chance to identify a significant risk that may not have been noticed before. It also gives you a chance to have that conversation with them, and openness tends to go a long way in building or strengthening that touch. During the discussion though, you will have to ensure to account for where personal biases may not align with company goals and that the conversation doesn't get steered into a direction that could be considered toxic.

When listening to people's fears, ask "what works today? What should we aim to maintain?" Acknowledge their inputs, and take time to ensure they feel listened.

To earn your team's trust and show the benefits of change, start by communicating openly about the reasons for the change and its benefits. Involve the team in the change process, seeking their input and addressing concerns. Provide training and resources to help them adapt, and demonstrate quick wins to show positive impacts. Lead by example, showing commitment and enthusiasm for the change. Recognize and reward efforts and successes, reinforcing the value of their contributions. Regularly update the team on progress, maintaining transparency to build trust and confidence in the change. Consistency is the key.

Offene Kommunikation und ein ständig offenes Ohr, helfen deinen Mitarbeiterinnen zu verstehen, warum der Wandel nötig ist und welche Vorteile entstehen, wenn der Wandel vollzogen ist. Immer wieder die Vorteile herausstreichen. Um eine Vorbildswirkung zu erzielen, immer hinter dem Wandel stehen und selbst nicht daran zweifeln.

Host a session with the "six thinking hats" workshop. This enables all participants to shift their mindsets. This workshop separates out conflicting styles of thinking. They enable and encourage a group of people to think constructively together in exploring and implementing change, rather than using argument to fight over who is right and who is wrong. At the end of the workshop each participant will see benefits from different angles.

Ensure that people feel both involved, and that they have a desire for change. You might need to mobilize people at different engagement stages: some might be more open to change than others. Start with those who are more eager and allow time for the others to express their concerns or ideas. Then support them in the process to them them embrace the change initiative.

Allow your team to be truly involved in the change you perceive is needed -- long before you create it. Sincerely involve them. When they create the solution, they want to own it! If you come to them when you've already decided what you want to change, but you merely need their buy-in before you "go live" -- they can feel this, and this deeply communicates a lack of respect, for them. Alternatively, if you come to them to create the solution, they will want to help. It's human nature. Respect goes a million miles. So, involve your people in creating solutions before you formulate answers yourself. This can take time, but the result could be far greater. They are your ground floor. Let them create your solutions, from the ground up.

Es ist zu erwarten, dass Widerstand gegen Veränderungen auftreten kann, motiviert durch Eigeninteresse oder die Bevorzugung des Bestehenden. In Fällen, wo Widerstand beharrlich auftritt, ist es essenziell, klare Erwartungen und Grenzen zu kommunizieren, um die Richtung und Ziele des Teams zu wahren.