Humans are all creatures of habit & resist change! To get a change-resistant team on board with changes in IT service delivery, start by involving them early in the process. Clearly communicate the reasons for the change, emphasizing the benefits it brings to both the team & the organization. By seeking their input & addressing concerns, you can foster a sense of ownership & reduce pushback. Provide additional support through training & supplemental resources to ease the transition & celebrate small wins along the way to showcase the progress. Recognize team members who embrace the changes, reinforcing a positive culture of adaptability & continuous improvement.

When your team is resistant to change in IT service delivery, the key is to involve them in the process from the start. 🤝 Start by explaining the why behind the changes—how they will improve efficiency, reduce workload, or enhance service quality. 📈 Encourage open discussions, allowing them to voice concerns, and offer support through training or resources to help them adapt. 🛠️ Share success stories from similar transitions to build confidence. From my experience, empowering your team and making them feel part of the solution helps turn resistance into engagement. 💡

O envolvimento e comprometimento de uma equipe passa por um processo de liderança bem estruturado. Saber liderar não se trata de conduzir os processos, pois isto está ligado à Gestão. Saber liderar significa compreender as pessoas e o que de melhor elas poderão contribuir para um resultado; geralmente ligado a um propósito maior. Por esta razão, iniciar pelo propósito faz todo sentido, unindo as pessoas em torno deste norte apontado, o que deverá reduzir o atrito em aceitar as inovações - por exemplo.

To effectively get your team on board with changes to IT service delivery processes, i believe the key is communication. Leaders need to communicate the Need for Change by Clearly explain why the change is necessary. Emphasize how it aligns with business goals, improves efficiency, enhances customer satisfaction, or mitigates risks. Show empathy, acknowledging that change can be difficult, but is essential for long-term success. Leaders also need to understand and address specific concerns, whether they're about workload, learning new skills, or fear of losing control. Be transparent about the impact of the changes and provide reassurance where possible.

Para engajar a equipe resistente a mudanças, é crucial comunicar de forma clara os benefícios da nova abordagem, ouvir suas preocupações e oferecer treinamento adequado. Incentivar a participação em todas as etapas da mudança e reconheça os esforços da equipe. A liderança visível e o apoio contínuo são fundamentais para o sucesso da transição.