Talk to him, listen empathetically, get into his world, understand his reasons for resistance, explore options, find mid path, scan ecosystem and identify partners who can possibly mediate or act as catalyst to resolve this resistance. Constantly communicate.

Approach them without assumptions and ask them their reasons for resisting. As they explain, listen to understand, probe further, and ask for clarification respectfully. Communicate your reasons for the change. Allow them to reflect and give feedback. Assure and offer support if they need it.

Approach resistance with empathy and openness. Here’s how: • LISTEN First: Create a space for them to express concerns without interruption. Resistance often hides valuable insights. • ACKNOWLEDGE Emotions: Validate their feelings. Say, “I understand this change feels challenging.” • ALIGN on Purpose: Reconnect them with the project’s bigger picture and how their role impacts it positively. • COLLABORATE, Don’t Dictate: Invite their input on the changes. Ask, “How can we make this work better for everyone?” Remember, resistance isn’t a wall—it’s a doorway to deeper understanding. Step through it together.

Comece ouvindo suas preocupações com calma. Pergunte o que o preocupa e mostre que você valoriza a opinião dele. Depois, explique por que as mudanças são permitidas e como podem ajudar. Oferecer seu apoio e incentivo pode ajudar a transformar a resistência em facilidades e deixar a equipe mais unida.

Resistance is like tugging on a knot—pull harder, and it tightens. When a team member resists project changes, I approach them with CURIOSITY instead of FORCE. I’ve found it’s often rooted in unseen fears or misalignment. So, I listen first, like tuning into static on an old radio, adjusting until their concerns come through clearly. Then, instead of “selling” the change, I co-create it, inviting their ideas to make them a part of the solution. Resistance isn’t the enemy; it’s the signal that alignment needs refining. Meet it with patience, and you’ll find collaboration on the other side.

When a team member resists project changes, a mindful approach can make all the difference. Start by listening actively—acknowledge their concerns without interrupting. Create an open dialogue by asking for their input on solutions and showing empathy for their viewpoint. Reframing the change as an opportunity for growth or improvement helps shift the narrative positively. Lastly, stay patient and calm—change can be tough, but with support and collaboration, you’ll find common ground!

Abordar la resistencia a los cambios en un equipo requiere un enfoque consciente y empático. Practicar la atención plena permite crear un espacio de escucha activa donde se validen las preocupaciones de los miembros del equipo. Esto no solo ayuda a entender mejor la resistencia, sino también a comunicar de manera clara y alineada con los objetivos compartidos, facilitando una transición más fluida de información entre compañeros.

I guess I’d take time alone, if I could, to calm down and consider why I wanted the project to change. Then I’d think about what is most important and see if my change is necessary for that overarching value to be emphasized. I’d ask my heart if it felt aligned with putting energy into promoting this change. With that new anchor, I’d go talk to the person with the priority being to know their feelings and values, and to let them know my feelings and values. I’d prioritize connecting with them and really respecting their perspectives so that in the long run we can be aligned and bridged by mutual care. Then as a secondary goal, I’d see if we can find a compromise for our two values being represented in the project. I’d finish with self love.

Approaching a team member's resistance to project changes mindfully starts with understanding their perspective. Engage them one-on-one, actively listening to their concerns without judgment. This demonstrates empathy and respect for their viewpoint, alleviating tension and making them feel valued. Next, explain the reasons behind the changes and how these modifications can benefit the team and project. Offer them a role in the implementation process, allowing them to contribute ideas. This inclusive approach addresses their concerns and encourages ownership and acceptance of the new changes, fostering a cooperative and positive team dynamic.

"Change Isn't the Enemy—Resistance Is!" When a team member resists project changes, mindfulness helps you respond with empathy and clarity. Start by pausing to understand their perspective—what concerns might they have? Approach the conversation with openness, using active listening to validate their feelings without immediately reacting. Stay present, keeping the focus on collaboration rather than conflict. By fostering a calm, respectful dialogue, you create space for mutual understanding and smoother transitions, turning resistance into an opportunity for growth.