Coaching Solution: Seek to understand
Change can be challenging, and it’s not uncommon for colleagues to resist or focus on the negatives. When you’re trying to implement workplace change and one colleague is particularly resistant, it’s important to address the situation with empathy and strategic support because their concerns are entirely valid and might, if investigated, shed light on a different perspective.
Consider where they are on the change curve and help them move forward though exploration, curiosity and seeking to understand.
Here’s how you can guide them toward adopting a growth mindset and contribute more positively.
1. Acknowledge Their Concerns
People often resist change because of fear or uncertainty. Start by genuinely listening to your colleague’s concerns. This shows respect for their viewpoint and helps to build trust. Acknowledging their emotions creates a foundation for open dialogue. Ask open-ended questions like, “What specifically worries you about this change?” or “What do you think could go wrong?” This will help you understand their perspective and open up space for constructive discussion.
2. Reframe Negativity as an Opportunity
Once you understand their concerns, guide them to see the change from a new perspective. Instead of dismissing their fears, help them reframe the situation. Highlight how the change can lead to growth for the team, the organisation, and for them personally. Phrase it like this: “I hear that this change seems difficult, but what if it also provides an opportunity to learn new skills or improve processes? How could this be a chance to grow in your role?”
3. Encourage Ownership and Participation
One of the most effective ways to shift negativity is by encouraging the person to take an active role in the process. Ask for their input on how to make the change smoother or invite them to take ownership of a specific aspect of the implementation. This involvement can shift their mindset from passive resistance to active contribution. You can say something like, “You have valuable experience—how do you think we could approach this change to make it work for everyone?” This invites them to engage rather than critique from the sidelines.
4. Introduce the Growth Mindset Concept
Explain the idea of a growth mindset—the belief that abilities and intelligence can be developed through effort, learning, and persistence. Show them how approaching the change with curiosity and a willingness to learn can be empowering and lead to personal and professional growth. Suggest resources or share personal experiences of adopting a growth mindset during challenging transitions. For example, “I used to feel the same way about big changes, but I found that focusing on what I could learn from the situation really helped.”
5. Provide Positive Reinforcement
Change can be hard, especially for someone who tends to see the negatives. Recognise and celebrate any small steps they take toward a more positive attitude or active participation. Positive reinforcement can go a long way in encouraging more constructive behaviour. After they contribute an idea or engage with the change, say something like, “I really appreciate your input—it’s great to see how you’re thinking through this. It’s making a difference for the team.”
