Your team is resisting change. How can you effectively provide feedback to your middle manager?

Understanding the root cause of resistance is crucial for effective change management. Empathy and open communication are key to addressing concerns and gaining buy-in.

When giving feedback to your middle manager about team resistance to change, prepare by pinpointing specific issues and their impacts. Choose a private setting and use "I" statements to maintain a non-accusatory tone, like "I've noticed the team seems unsure about..." Include concrete examples to clarify your points and suggest practical solutions to help ease the transition. Invite your manager to discuss these observations and contribute their perspective, enhancing mutual understanding. Finally, offer your ongoing support and plan to follow up to monitor progress. This approach encourages constructive dialogue and effective problem-solving.

Understanding resistance is crucial, but go beyond identifying surface-level fears. Encourage your middle manager to explore the emotional undercurrents driving resistance. Often, resistance stems from a deeper misalignment between the change and the team’s core values or identity. By digging deeper, you can help your manager address not just the symptoms of resistance but its root causes, leading to more sustainable and meaningful change.

Resistance has to be less than the dissatisfaction, vision and plan for change to happen. Resistance is made of three traits : gaps, hurdles and barriers. We have to figure out how to build bridges to change, get the strength and exercise for overcoming the hurdles, and us innovative ways to find new ways around barriers. Equip your team with collaboration of solutions so that middle management can see the team's approach to change.

Clear and specific feedback is essential for improvement. Focusing on behaviors rather than personalities creates a constructive dialogue. It empowers the manager to make positive changes.

Having open and clear communication is always the first step. It's important to do this and provide clarity so everyone is on the same page and there isn't any vagueness or ambiguity.

Also consider the importance of timing and emotional intelligence in your feedback. Providing feedback in a moment of high stress or during a critical project phase can backfire. Instead, choose a moment when your middle manager is more receptive.

Clear communication is crucial. Finding clarity is the cornerstone of great communication. Making sure that we understand, we know the details, and we have clear path of why there is resistance. When everyone agrees on what they are understanding, together a plan of attack can be developed. The clear communication lessons the drama around resistance.

A lo largo de mi carrera me ha ayudado: Reconocer los desafíos que se enfrenta al intentar implementar cambios. Comienza la conversación mostrando comprensión por su rol y las posibles dificultades. Presenta datos y ejemplos concretos que demuestren la resistencia al cambio en el equipo. Evitar hacer suposiciones, céntrate en el comportamiento observable. Expón de manera clara los efectos que la resistencia al cambio está teniendo en el equipo y en los resultados esperados. Asegúrate de que el mensaje sea directo. No solo señales los problemas, sino también ofrece posibles soluciones. Sugiere acciones que podrían ayudar a superar la resistencia, como talleres, sesiones de coaching, o involucrar al equipo en el proceso de toma de decisiones.

Using the SBI model adds structure to feedback conversations. By focusing on specific behaviors and their impact, leaders can avoid generalizations and foster productive dialogue.

While the Situation-Behavior-Impact (SBI) model is effective, adding a forward-looking component can be transformative. After discussing the impact of the observed behavior, guide your middle manager in envisioning positive alternatives. Ask questions like, "How might we approach this differently next time?" This shifts the focus from past mistakes to future possibilities, empowering your manager to take proactive steps toward leading change more effectively.

Start by describing the Situation clearly and objectively, for instance, "During the recent rollout of the new project management software...". Next, focus on the specific Behavior: "...I observed that several team members expressed reluctance to switch from the old system...". Finally, explain the Impact of this behavior: "...this resistance is causing delays and increased frustration among the team." This structured approach helps keep the feedback focused, actionable, and free of personal judgments. Conclude by offering your support and inviting the manager to share their perspective to collaboratively find a resolution.

Feedback Framework Utilize a structured feedback framework to ensure that your feedback is balanced and actionable. For example, use the "Situation-Behavior-Impact" (SBI) model: Situation: Describe the context or situation where the resistance occurred. Behavior: Explain the specific behaviors or actions that led to resistance. Impact: Discuss the impact of these behaviors on the team and the change process.

Hazlo de forma privada. Sé oportuno. Aprende a diferenciar entre comentarios constructivos y negativos. Usa declaraciones en primera persona. Céntrate en uno o dos temas. Sé específico y brinda ejemplos.

Absolutely! Ownership is key to overcoming resistance. Encouraging self-reflection empowers managers to identify their role in the situation. It fosters a growth mindset and a commitment to finding solutions.

To effectively provide feedback to your middle manager and encourage ownership amidst team resistance, start by empathetically acknowledging the challenges the team faces, then clearly articulate the specific behaviors or attitudes that are hindering progress. Suggest concrete actions they could take, such as involving the team in decision-making processes or providing more transparent communication about the benefits and reasons for the change. This approach not only validates their efforts but also empowers them to take proactive steps, fostering a sense of accountability and ownership towards navigating the change successfully.

Leaders define culture and their role in ownership is crucial for trust and change to happen. When looking at your middle manager, together you should reflect on their leadership style. When leading, we need to know our own style so that we can enhance the partnership in the team's approach. Someone may resist out of fear of hurdles, overwhelming barriers, or gaps that exist. A good manager will take their team through all the options and empower them through their ownership of process & results.

A supportive environment is essential for managing change. Providing resources and coaching shows genuine care for the manager's development. It fosters a culture of growth and empowers the manager to succeed.

Fostering a supportive environment is crucial for middle managers facing resistance. Provide resources like leadership development coaching or change management training to bolster their skills. Assure them of your support and encourage seeking help when needed. Cultivating a culture that values learning and development empowers managers to grow from experiences and ultimately excel at leading change.

We have to acknowledge that changing/improving/rebuilding the current environment in the workplace is a journey, full of ups and downs, and that as a path it becomes dynamical! Soft skills and experience play a fundamental role.

During your internship, you can enhance your leadership skills by not only observing but also taking follow-up actions. After watching how leaders navigate situations, try applying what you’ve learned in your own tasks or small projects. For instance, if you see a leader effectively delegating, try taking on a leadership role in a group assignment and delegate tasks based on team strengths. Then, ask for feedback on your approach and make adjustments. These follow-up actions help reinforce what you’ve learned and give you practical experience to build on.

Establish follow-up actions to guarantee that feedback results in positive change. Set clear expectations and timelines for desired improvements. Arrange follow-up meetings to discuss progress and any additional support your middle manager may require. Consistent follow-up illustrates your investment in their growth and the team's success throughout the change process. Embrace executive coaching to optimize your leadership skills, ensuring you effectively guide and support your team members on their leadership journey.