Overcome opposition by clearly expressing the initiative's vision and emphasising the advantages to the team and organisation. Promote diversity by addressing varied viewpoints and involve team members in the process. Transparency, which includes publicly disclosing progress and milestones, can help to build confidence. Provide targeted assistance, such as tools and training, to help with transitions and increase confidence. Recognise and reward efforts that promote good involvement. Approach obstacles with sensitivity, adjusting techniques as necessary. This strategy helps to align the team's attention, stimulates teamwork, and guarantees that the effort is implemented successfully.

Encourage open dialogue by inviting feedback and addressing concerns directly. Highlight the tangible benefits of the change both for the organization and each individual, and involve diverse team members in planning decisions so everyone feels invested in the outcome. By fostering transparency, clarity, and collaboration, you’ll significantly reduce resistance and create a smoother transition.

When talking about open communication os important to balance team and big audience events with one to one meetings. One of the most important way to truly understand how employees are feeling about change and how to a dress any fears or worries

Overcoming resistance starts with a data-backed narrative that aligns the team to purpose. People don’t just need direction—they need meaning. I lead with clarity on why we’re changing, supported by real metrics that show what’s at stake and what success looks like. That narrative must be repeated, adapted, and reinforced at every level. Combined with trust, empowerment, and the right pace—what I call violence of action through sustaining force—you create belief, not compliance. Resistance fades when people see the story, understand the impact, and feel part of the solution.

When starting a change process within an organization, it's crucial to have clear Why, What, How. Not every details can be shared in every moment, but it is fundamental to have a communication strategy (internal and external to the organization). And once you have clear what to say, then it's important to say it, and then... to repeat it. Sometimes we think that just because we did share the intention in a townhall, then people should embrace the change. Reality is... we need to repeat key messages several times to bring people on board.

The resistance to change is common and it majorly occurs because the teams are unaware of how the change will affect them. It is the fear of the unknown that makes people not want change. So the first thing you need to do to bring change, is to understand the cause of the resistance. Talk to people, don't wait for them to come to you with their concerns, go out and seek their view. Understand how you can make the transition easy for them. If you can involve some representative from different groups in the decision making process, it helps people feel heard and they think the person would have shaped the decision to help them, by sharing their views.

While leading a major change initiative, I faced pushback from a diverse team with varying concerns. Instead of addressing resistance as a barrier, I treated it as valuable insight. I held informal listening sessions where team members shared their fears and frustrations. One employee raised an issue I hadn’t considered, which led to an adjustment that improved the entire rollout. By making them part of the solution, resistance turned into ownership. I also identified early adopters from different backgrounds who championed the change within their groups. Change isn’t forced—it’s embraced when people see themselves as contributors, not just recipients.

Leading a major change initiative requires empathy and communication. First, I actively listen to team members' concerns, fostering an environment of trust. By involving them in decision-making and setting clear, shared goals, we create a sense of ownership. I celebrate small wins to build momentum and showcase the initiative's benefits. Regular updates keep everyone aligned and engaged. Ultimately, embracing diverse perspectives enriches our approach, helping transform resistance into collaborative support for a successful transition.