Your team is resistant to change with the new strategic plan. How can you win them over?

Good Ideas are not for yourself. When you need to make change, there is a good reason for it. Your job is to help communicate and ensure understanding of that reason. Your ability to do this will make the difference between resistance and acceleration. Even if one champion can understand the "WHY" you are in good shape.

When a team resists a new strategic plan, it’s often because the “why” feels distant and the “how” feels unclear. This is where aligning business strategy with people data becomes powerful. Using behavioral and engagement insights will identify how each team prefers to receive and process change. It will tailor communication styles by team dynamics—not just hierarchy. This allows the ability to anticipate resistance before it derails momentum. Create message frameworks that tie vision to personal contribution. Winning your team over isn’t about pushing harder—it’s about connecting smarter. People don’t resist strategy. They resist feeling unseen in the strategy.

To win over a team resistant to a new strategic plan: Communicate the Why: Clearly explain the purpose, benefits, and long-term value of the change. Listen Actively: Acknowledge fears, gather input, and show empathy to build trust. Involve Them Early: Engage team members in shaping and implementing the plan to create ownership. Show Quick Wins: Demonstrate early successes to build confidence and momentum. Provide Support: Offer training, resources, and reassurance to ease the transition. Lead by Example: Model commitment and adaptability to inspire the same from others. Recognize Efforts: Appreciate contributions and celebrate progress to maintain morale.

Clear communication is the foundation of every successful relationship—whether in business, leadership, or daily life. It means expressing your ideas simply, directly, and with purpose, so others understand your message without confusion. Avoid jargon, be concise, and tailor your words to your audience. Listening actively is just as important, creating space for meaningful two-way dialogue. When you communicate clearly, you build trust, reduce misunderstandings, and inspire action. It’s a skill that opens doors, strengthens connections, and drives results.

Aside this, I believe authentic communication is very important. And it always help to tell your team “whats in for them?” So that they relate to the new strategy and contribute.

Clear communication is key when introducing a new strategy. Share the reasons behind the change and how it will benefit both the team and the organisation. Be honest about the expected outcomes and any challenges. While the strategy may be new, the core values remain unchanged—this reassurance can ease uncertainty. In my experience, resistance often stems from fear of the unknown. By actively listening, addressing concerns, and involving the team in the process, you create ownership. When people feel heard and understand the “why”, they’re more likely to support the “how”.

Clear communication is the bedrock of every successful team. Communicate to your team the rationale behind the change in strategy. Almost 80% of individuals fear change, so your compelling clarity of communication will do the magic

My recent work on Microsoft’s leadership case study gave me valuable perspectives on how to integrate their change management tactics into my own style. Gaining the support of a resistant team demands trust alongside understanding and psychological safety. Showing flexibility through vulnerability establishes an open environment. Personal interactions uncover concerns and foster inclusion. Psychological safety promotes innovation since failure becomes a learning opportunity for growth. Our team becomes active contributors when we break down silos to strengthen collaboration. When people communicate clearly they can decrease uncertainty which helps build commitment to change. Small-scale trial builds confidence, easing transitions.

Based on my experience, I’ve seen that involving the team from the start creates a genuine sense of ownership. When people feel heard and see their ideas being implemented, engagement rises…and resistance gives way to true collaboration.

Success is rarely a solo journey—it's built when everyone feels valued and engaged. Involving everyone in your goals and decisions creates a sense of ownership and shared purpose. Whether it’s your team, customers, or community, their insights and contributions can spark innovation and uncover blind spots. Open communication fosters trust and collaboration, turning diverse perspectives into stronger solutions. When people feel heard and empowered, motivation soars, and collective effort drives greater results. Remember, inclusion isn’t just good ethics—it’s smart strategy for lasting success.

Foster a collaborative approach by encouraging team participation in discussions and decision-making related to the strategic plan. Make sure every team member feels heard and valued by soliciting their input on key aspects of the transition.

When resistance surfaces, it’s often a signal—not defiance, but discomfort or uncertainty. Instead of pushing back, I lean in. Using emotional intelligence, I listen closely to understand the root of the concern. Acknowledging feelings and giving space for open dialogue helps build trust. From there, I co-create small, actionable steps that make the change feel less daunting and more tangible. Rolling with resistance, rather than against it, turns friction into forward momentum—and helps the team feel seen, heard, and empowered in the process.

Google's reorganization into Alphabet in 2015 involved team leads early in shaping the transition. By giving stakeholders input into structural changes, they minimized pushback and clarified accountability, setting a precedent for smoother pivots ahead.

I often notice that the people resisting change are the ones fearing they will lose out with change. It's about assuring them and showing them the opportunities to get them on board.

If they were never involved how can you think they would follow. The ones on the frontlines know more what is going on than what raw numbers show. The more views you have the better the strategic view there is

Winning a team over to a new strategic plan begins with genuine involvement. My leadership style - anchored in coaching, inspirational, and servant approaches - emphasizes co-creation as a path to alignment. I invite diverse perspectives early, not as a formality, but to enrich the solution and reinforce collective ownership. This practice strengthens trust, builds psychological safety, and fosters an environment where change is not imposed but embraced. True transformation stems from shared purpose and the belief that every voice matters.

Involve the Team as follows: 1) Encourage participation: involve team members in the planning and decision-making process where possible. 2) Seek input and feedback: create opportunities for team members to share their ideas and concerns. 3) Assign ownership: give team members responsibility for specific aspects of the plan to foster a sense of ownership.

Support is not just objective methods but also psychological way to get people going on what they believe will work. Be like a salt… optimal level. Absence should be felt and should never be too salty 😉

When our game-server decided to shift core files and resources to updated models and coding, the team was stressed out. Updating to a new framework while already a year into production?! They were nervous to say the least. But I learned that with the right approach, even the most resistant team can come on board. To win them over, I focused on providing support - offering training, resources, and a listening ear. Help your team thrive in times of change! Providing support can make all the difference. Empower them to succeed and watch your team's confidence soar #leadership #teammanagement

Knowing how to support your team is critical. Someone with low confidence and low skill might need a lot more involvement, whereas someone who's very competent and confident might only need tools. A good leader delegates and give resources according to needs and skills.

When Adobe shifted to a subscription model, internal teams underwent significant upskilling. They launched internal learning programs and ensured leaders were accessible. This proactive training kept morale high even as the business model completely transformed.

Provide support to those who need it to be able to bring out the best in them and show you are there for them. Leading from the back to lead your Team to the success they are looking for.

Change often leads to insecurity so providing support and involvement in training can make an easier transition to change. Change in small doses is better than an all out redevelopment of duties. Allowing for individuals to express challenges.

Supporting a team through strategic change demands more than direction - it requires presence. My leadership style blends coaching and transformational principles, enabling me to offer structured support while inspiring ownership. I prioritize psychological safety, ensure access to resources, and embrace the learning curve as part of the process. By reinforcing trust, celebrating progress, and staying visibly engaged, I help shift the team's mindset from resistance to resilience - driving sustainable performance and shared success.

Provide Support as folloes: 1).Offer training and resources: provide the necessary training and support to help team members adapt to the new plan and develop new skills. 2) Be patient and understanding: recognize that change can be challenging and offer ongoing support and guidance. 3) Celebrate successes: acknowledge and celebrate progress to build momentum and reinforce positive change.

Providing support is more than solving problems—it’s about building trust and lasting relationships. Whether it’s customers, team members, or partners, timely and empathetic support shows you care and value their experience. Clear communication, active listening, and going the extra mile can turn challenges into opportunities for loyalty and growth. Investing in strong support systems not only boosts satisfaction but also strengthens your brand reputation. Remember, how you support others often defines how they perceive and engage with you long-term.

Equip the team with necessary tools, training, and a clear roadmap to ease the transition. Offering mentorship or additional guidance can instill confidence.

Salesforce often shares internal “trailblazer” stories spotlighting teams or individuals who embraced new initiatives early and found success. These case studies turn abstract strategies into real wins, boosting motivation across the org.

One thing that has worked for me in the past in making changes gradual and incremental. People naturally anchor themselves to familiarity, so easing them into adjustments while maintaining their sense of control can be a game-changer. Involving team members in the planning and design phase makes them co-creators rather than passive implementers. When they feel ownership, they are far more likely to champion the change rather than resist it.

Celebrating progress is an intentional leadership choice that reinforces alignment and boosts engagement. By blending coaching, inspirational, and transformational approaches, I ensure that each milestone - however incremental - is acknowledged as a strategic step forward. Recognizing adaptive behaviors and shared victories cultivates psychological safety, strengthens team cohesion, and sustains momentum. This not only reinforces commitment to the change initiative but also empowers the team to see themselves as active architects of long-term organizational success.

Recognizing progress—big or small—is crucial for staying motivated and building momentum. Celebrating milestones reminds you how far you’ve come, fueling confidence and resilience. It shifts focus from what’s left to achieve to what’s already accomplished, helping maintain a positive mindset. Whether it’s completing a project, hitting a sales target, or simply sticking to a new habit, take time to acknowledge your efforts. Celebrate with your team, friends, or even yourself. These moments of joy recharge your energy and inspire continued growth on your journey.

Acknowledge milestones—big or small—to reinforce motivation and commitment. Publicly recognize achievements, whether through team meetings, shoutouts, or informal appreciation. More important is to showcasing measurable results of the change, emphasizing how the team's efforts have contributed to success. Seeing real improvements builds confidence.

In the rhythm of change, even small steps deserve a drumbeat. During one transformation, I made it a ritual each week, we lit a candle for every milestone, however tiny. A new process learned? Applause. A team member helping another? Spotlight. Stories were shared, laughter returned, and resistance softened into pride. Progress isn’t just reaching the summit it’s noticing how far we’ve come. Celebrate not with grandeur, but with sincerity. A thank-you note, a team lunch, a shared smile they build momentum. When progress is seen and honored, the journey feels real. And people walk not just faster but with joy in their step.

I use this STEP approach in my consulting practices: - Show continuous progress and celebrate milestones Like Morbi Ceramic and IBM, highlight quick wins and real benefits to keep the team motivated. - Track feedback and address new concerns As Oti-Yeboah Complex showed, listen actively and resolve issues through open, transparent communication. - Empower champions within the team to lead by example GE’s CAP and Volvo’s agile teams demonstrate how empowering managers and stable teams drives change forward. - Provide ongoing support and communication regularly Continuous training and transparent updates, as IBM practiced, sustain engagement and reduce resistance over time. I have also cited case study mentions for reference.

Someone on your team will always resist the strategic plan. You need to explain why the plan is not just interesting, but absolutely critical. If you struggle to communicate why the new plan is critical, you likely need a more ambitious plan!

According to a BCG study, transformation efforts with sustained leadership engagement are 2.5x more likely to succeed. Schedule monthly pulse checks, align KPIs with the new plan, and make the strategy visible in daily workflows to keep traction over time.

Sustain Momentum as follows: 1) Maintain open communication: continue to communicate regularly and solicit feedback to address any emerging issues. 2) Monitor progress and make adjustments: track the implementation of the plan and make necessary adjustments based on feedback and performance. 3) Reinforce the benefits: continue to highlight the positive outcomes of the change and the value it brings to the organization and team.

Momentum is the engine that drives progress, but maintaining it requires intention and effort. To sustain momentum, celebrate small wins—they fuel motivation and build confidence. Stay focused on your vision but remain flexible to adjust as needed. Keep your goals visible and break them into manageable steps to avoid overwhelm. Surround yourself with supportive people who inspire and challenge you. Regularly review your progress and learn from setbacks without losing drive. Momentum is about consistent action, energy, and mindset—keep moving forward, no matter what.

Keep engagement high by continuously reinforcing the vision and impact of the strategic plan. Foster a culture where feedback is welcomed, adjustments are made, and the team feels empowered to refine processes.

Change is not a spark it’s a fire that needs tending. I once saw a great plan fade because excitement wasn’t fed. So next time, I built a rhythm: weekly check-ins, mini-goals with quick wins, and a visual tracker where progress danced like stars on a board. We shared what worked, what didn’t, and why we still believed. The plan stayed alive not on paper, but in every conversation. Momentum isn’t luck; it’s lit daily with purpose, people, and progress. Sustain it by making the vision feel close, relevant, and evolving. When the journey breathes, the team keeps walking with heart and heat.

Sustaining momentum during strategic change demands a leadership presence that is intentional, adaptive, and energizing. I draw from coaching and transformational leadership to ensure the strategy remains embedded in daily operations through consistent communication, shared short-term wins, and collective reflection. By reinforcing alignment, celebrating adaptability, and cultivating trust, we not only preserve progress but elevate performance. True strategic success lies not only in the plan itself but in our capacity to carry it forward - together, with clarity and conviction.