Your team is struggling with communication changes. How can you break through the resistance?

If your team is struggling with communication changes, break through resistance by listening to their concerns, explaining the benefits clearly, and offering support through training. Involve them in the process and seek their input to foster ownership. Lead by example by embracing the changes yourself. Create a supportive environment where team members feel encouraged to adapt and communicate openly. By addressing their concerns, demonstrating the benefits, and involving them in decision-making, you can overcome resistance and foster a more cohesive and communicative team.

To hear what isn't being said, is the most important thing in communication. The lifeline of any relationship. The language of leadership. The real work of leadership. The solvent of all problems, the foundation for personal development. Its more than sharing of words. It is the wise sharing of the emotions, feelings & concerns. The sharing of oneself totally. Its not about giving out, its about getting through. The biggest problem on it is the illusion that it has taken place. Best to listen, be honest, pay attention to body language, do not assume, ask question if uncertain, be mindful, give & receive, don't let conversation be one sided. Trust is the most essential ingredient in effective communication. It holds relationships.

Sit together >> Note down points >> discuss among yourselves >> clarify ambiguity in thoughts >> come on same page >> deliver

The clear understanding of "WHY" gives you a clearer picture of what must have led to such situations. 1. What happened ? 2. How did it happen? 3. Why did it happen? Unlike the first two questions the WHAT and the HOW . The WHY will give you answer to the root cause of such problem which is where the solution of such problems lies.

Three C's (verbs) -Connect (think empathy & vulnerability) -Care (think trust & love) -Communicate (think shared goals & objectives)

Widerstände zu durchbrechen ist besonders schwierig und erfordert zu viel Energie. Ratsam wäre es, aufkommende Veränderungen im Vorfeld anzusprechen. Die Befürchtungen im Team zu kommunizieren und das Team für Projekte zur Lösung der zu befürchtenden Widerstände zu begeistern wäre eine klügere Alternative. So wir das Team von Beginn an in den Veränderungsprozess mit eingebunden. Insbesondere können so neue Kommunikationsänderungen leichter etabliert und mitgestaltet werden. In meiner Arbeit als Trainer, Coach und Mentor erlebe ich es sehr oft, das die Einbindung in Veränderungsprozesse wirksamer ist, als ein Team vor vollendete Tatsachen zu stellen.

Toda la organización debe estar atenta y consiente de un cambio contante que debe ser bien comunicado desde la alta dirección de las empresa

I had two employees that needed to reopen communication but neither knew how and all their efforts compounded the problem. I gave each of them some training in communication styles, and active listening. It made a world of difference! Then I explained to them the importance of working together on a major project, and they agreed that they understood, and were shaking hands at the end of the meeting!

I continued to support these 2 employees, and even was able to see the growth in both of them. Sadly one reverted back to her other self, and we had to dismiss her, but the other grew to take on leadership on another team.

Formation Ateliers de formation : Organiser des sessions de formation pour familiariser l'équipe avec les nouvelles pratiques de communication. Ressources : Fournir des guides, des vidéos explicatives, et d'autres ressources pour aider à la transition. Support continu : Mentorat : Désigner des champions du changement qui peuvent aider leurs collègues à s'adapter aux nouvelles pratiques. Assistance technique : Assurer un support technique pour résoudre rapidement les problèmes liés aux nouveaux outils de communication.

Without feedback there is no scope for improvement as one will never know how they are performing. Only when one gets feedback will they get to know whether they are good or bad, right or wrong and with that one can either correct and improve themselves or sustain in the current course.

Indicateurs de performance : Mesurer l'efficacité : Utiliser des indicateurs de performance pour mesurer l'efficacité des nouvelles pratiques de communication. Feedback régulier : Continuer à collecter des feedbacks et ajuster les stratégies de communication en fonction des retours. Récompenses : Motivations : Mettre en place des motivations (pécuniaire par exemple) pour récompenser les membres de l'équipe qui adoptent et promeuvent les nouvelles pratiques de communication.

I think the best way to be a leader is lead from the front. Learn the system and teach and be patient. Everyone has a different learning curve. Eventually everyone will get there and things will go smooth

A leader needs to understand his team's challenges better than they do. He needs to be extraordinarily good at listening and understanding his team members. A leader needs to be very innovative in finding practical communication approaches and asking his team to try them to evaluate their usability. Also, a leader needs to really spend time analyzing his team's communication challenges in detail and avoid recommending superficial solutions to those problems. And he needs to stay away from playing the authority and power game with his team members. You need everyone in your team to truly believe that you hold them back in the most challenging moments of their work in real life, not on paper, and to satisfy corporate bureaucracy.

Leadership exemplaire : Modèle de comportement : Les leaders doivent adopter les nouvelles pratiques de communication et montrer l'exemple. Support constant : Les leaders doivent rester disponibles pour aider, écouter, et ajuster les stratégies en fonction des besoins de l'équipe.