Your team is resisting change in a cross-functional project. How can you effectively address their concerns?

Understand the reason for the resistance. People resist because they care about something. You need to identify what that is, and show how the project either protects and improves on what they care about. It's the WIIFM and Change Management of the project that makes it successful.

I follow the 4 room compartment which involves 1) Leading a team of associates to get out of their comfort zones 2) counselling them to address their uncertainties & insecurity moving then to the window of denial where they refuse to accept the complete discussion 3) resolve the questions /queries they have 4) coach team members and guide them through change when they operate in a state of confusion 5) get them to move to at a state of renewal and motivate them by rewarding them appropriately

"Tell me and I forget, teach me and I may remember, involve me and I learn." - Benjamin Franklin Involving the team in the change process is crucial for overcoming resistance. Implement collaborative workshops to co-create solutions. Use techniques like design thinking or appreciative inquiry to engage team members in problem-solving. Consider creating a change ambassador program, where team members become advocates for the change. Remember, involvement breeds commitment. By making your team active participants in the change process, rather than passive recipients, you can transform resistance into engagement and ownership. #ChangeEngagement #CollaborativeConsulting #AgileRealized #AiAgile

To address resistance to change in a cross-functional project, I would first listen to the team's concerns to understand the root causes of their hesitation. By providing clear explanations on how the changes will benefit both the project and their roles, I would emphasize the long-term value and align the changes with team objectives. Offering support through training or resources, and involving the team in decision-making, can foster a sense of ownership and ease the transition, making the change more manageable and collaborative.

Change can be daunting, but it is the only constant. My approach would be to use the CHANGE Framework: 1. Clarify Vision: Communicate the clear benefits of the change. 2. Harness Engagement: Involve the team in planning and feedback. 3. Assess Readiness: Evaluate skills and identify gaps. 4. Nurture Skills: Provide training and resources. 5. Guide Implementation: Support and monitor progress. 6. Evaluate Impact: Measure success and adjust.