I believe overcoming team resistance to innovation starts with understanding their concerns. People often resist change due to uncertainty or fear of failure, so I focus on clear communication—explaining the benefits and addressing their doubts. Involving the team in the innovation process helps them feel ownership rather than resistance. I also highlight small wins to show progress and

Here’s how to turn pushback into progress: 1. Listen First – Understand their concerns before pushing solutions. 2. Show, Don’t Just Tell – Demonstrate small wins to build confidence. 3. Involve Them Early – Make them part of the process, not just the outcome. 4. Align with Their Goals – Show how innovation benefits them, not just the company. 5. Celebrate Adopters – Highlight and reward those who embrace change. Innovation thrives when teams feel heard and empowered.

Resistance to innovation isn’t always about the innovation itself, it’s about psychological safety and emotional ownership. When a team pushes back, I don’t double down with more data or pressure. I lean in with curiosity. I ask: *What are you afraid we’ll lose if we do this? *What part of this feels rushed, unclear, or ungrounded? *What would make this feel like it’s ours, not just mine? Because innovation imposed feels like disruption. But innovation co-created becomes momentum. My strategy: Create space for concerns without judgment Connect the innovation to shared goals and values Assign meaningful roles in the change , people support what they help build Pushback isn’t the problem.