Before trying to persuade them, listen actively to their concerns about the change. Understanding their fears or hesitations (whether it’s fear of failure, uncertainty, or lack of control) can help you address them more effectively.

Na maioria das vezes a resistência à mudança ocorre pelo fato dos colaboradores não se sentirem envolvidos com o processo. Tão importante quanto dizer "o que" vai mudar é dizer o "porquê" vai mudar e como todos podem contribuir para esse processo.

En mi experiencia me ha servido explorar en la persona creencias o procesos del pasado que la han llevado a estar en su zona de confort. Después tengo una conversación donde le muestro los beneficios del cambio, le doy ejemplos y lo motivó a que esto genera un crecimiento profesional porque amplía su conocimiento y sus habilidades para nuevas cosas y por último pero no menos importante le brindo mi apoyo durante el proceso de cambio.

Embrace change or it will embrace you (like a python). I started as a developer over 40 years ago, and we don't still enter code a hex byte at a time in the debugger, but somehow we have survived!

Communication plays a vital role in any change. At all times a communication channel must be open for free discussion. Its important to understand the view points against the change. An open discussion listing out advantages of change in form of tangible and intangible benefits helps the process. Explaining immediate organizational benefits resulting in employee benefits in near future can work as a catalyst. Examples and constant interaction with the change agents of the team will prove helpful. Empathy towards the resisting colleagues, practicality of process and assurance of support will lead to a favourable situation.

Showcase the benefits: Highlight specific examples of how past changes have led to positive outcomes for the team or organization. This can help them see the potential for growth and improvement. Involve them in the process: Engage them in the planning and decision-making process for the change. This gives them a sense of ownership and control, making them more likely to embrace the change. Provide support and resources: Offer training, mentoring, or other resources to help them adapt to the change. This can help alleviate their fears and build their confidence in their ability to succeed.

Before you try to convince your colleague about the benefits of change, take time to understand why they are resistant because people resist change for various reasons.

We need to acknowledge that change is a journey. Some people run fast, others walk slowly, others are scared to even kick off. We cannot impose an homogeneus rythm, as people have different personalities, backgrounds, and beliefs. At the same time, we cannot allow people that are so against change that they become toxic. If we conclude that some people are never going to stop being a barrier, we need to remove them from the picture, even if this implies a tough decision.

Creo firmemente que el cambio no es una amenaza, sino una oportunidad para crecer. Motivar a un colega que se resiste al cambio empieza por escuchar sus inquietudes, vincular el cambio con sus objetivos personales y mostrar ejemplos claros de sus beneficios reales. Al involucrar, capacitar y brindar apoyo, el cambio deja de generar temor y se transforma en una oportunidad conjunta para avanzar y prosperar. Liderar el cambio significa hacerlo con empatía y una visión clara del futuro.