You're facing resistance to change in a cross-functional team. How will you overcome it?

Explicar las razones del cambio o su urgencia y necesidad.. Explicar los beneficios no solo para la empresa sino para ellos mismos.. Trabajar sobre el cambio ya que siempre genera miedo, incertidumbre, frustración y rechazo, lo lógico.... Comportarse como un verdadero visionario.. Manejar el cambio y no que el cambio lo maneje a uno.. Introducir pequeños cambios graduales para el acostumbramiento.. Incluir en las decisiones y en el proyecto a. Los colaboradores.

Superar la resistencia al cambio en un equipo multifuncional requiere un enfoque estructurado y enfocado en la transición humana además de la implementación de nuevos procesos. Los 8 pasos de Kotter pueden ayudarte a abordar esta resistencia: - Crea un sentido de urgencia - Forma una coalición poderosa - Desarrolla una visión del cambio - Elimina obstáculos - Genera éxitos a corto plazo - Consolida las mejoras - Ancla los cambios en la cultura organizacional

Always expect resistance, it's normal, natural and happens when change occurs. Don't take it personal. Resistance often comes from the FUD Factor (fear, uncertainty and doubt). It is critical to ask questions and then listen, to understand concerns, validate emotions, and show empathy. Resistance often arises from misinformation or lack of clarity. Explain the why, what, and how of the change. Not all resistance is the same. Different individuals have unique concerns, and it's essential to uncover the source of resistance for that team member. Positive reinforcement through recognition, rewards, and celebrations of success can help reduce resistance. Expect it and address it by listening deeply, communicating clearly and rewarding success.

To overcome resistance to change in a cross-functional team, focus on open communication and transparency. Listen to concerns, involve the team in the decision-making process, and clarify how the change benefits both the team and the organization. Building trust and fostering collaboration are key to gaining buy-in and making the transition smoother.

When facing resistance to change in a cross-functional team, I start by understanding the root of the resistance. I listen to concerns openly, acknowledging the discomfort change can bring. By addressing these concerns head-on, I highlight the benefits of the change and how it aligns with the team’s long-term goals. I ensure transparency in my communication, sharing the rationale behind the change and the potential positive impact. Involving team members in the decision-making process, I create a sense of ownership. Offering support and resources helps ease the transition, and regular check-ins ensure ongoing collaboration and buy-in.