Your team is resisting operational changes. How can you ensure their well-being while driving efficiency?

It's all about communication - that's both ways. Understanding concerns and explaining the rational. Police.officer hated body worn cameras - push back to change. New tactics - push back to change. People grow accustomed to being good at what they know and do, you change this it creates fear, fear to change...it's about managing their fears and concerns.

Underastanding reasons of resistance carefully is the key before starting any action - Facilitate Open Communication to understand the reason, Some of the common reasons include fear , job insecurity, feeling of being left out of the decision making process. -Active listening builds trust and demonstrate you value thier opinion.

Instead of fear of the unknown, since no physical harm is on the line, or even a real risk of action to your employment, it is really not understanding the mission, the “why” of this task as it relates to the greater company objective. A leader needs to be able to clearly and concisely give a task order that is phrased in such a way: “we need to accomplish …….. in order to be able to achieve the companies objective of ……..”

Always ensure that your reasons for the change are clear and explained to teams, in a way that will mean something to them. Sometimes, we think we have communicated effectively but, if the message does not land how we expected, we may need to go back and look at whether we communicated in the right way. At the end of the day, even if teams do not necessarily agree with the change, if they understand the reason for it, they are much more likely to get on board!

Getting the team involved can be really valuable. Make sure to be clear with them about what they can and can't influence (there will always be things that are not in scope) but be willing to listen to them, they often have great ideas. Getting them involved in piloting any proposed changes, also helps to keep them involved (especially if some of the ideas were theirs) but make sure that their feedback is heard.....

Advocating for Transparency, providing them with the clear reasons for the changes , benefits and the time line for implementation Arranging for the trainings, workshops to address skill gaps or anxieties Active Workload management , being mindfull of additional workload the changes may put on personal and managing that while they are learning new skills to avoid burnout. are the keys to adress concerns and foster well being

Building Trust and a Positive Mindset: Celebrate Winns Acknowledge and celebrate successes, both big and small, during the change process. This keeps motivation high and reinforces the positive aspects of the transition. Focus on Growth: Frame the changes as an opportunity for growth and development. Highlight the chance to learn new skills and improve their skillset. Positive Reinforcement: Recognize and reward individuals who champion the changes and demonstrate a positive attitude. This creates a positive ripple effect within the team.