Your team is hesitant about program changes. How can you earn their trust?

Based on my experience and observations, I recommend using a rationale and logical approach to persuade stakeholders. By comparing the pros and cons of the proposed changes and providing relevant examples, we can effectively address any concerns or fears. Given that innovation and diversification are increasingly necessary to meet the demands of a modern population, a balanced strategy can be adopted. This approach would focus on implementing changes while simultaneously alleviating fears through well-thought-out strategies.

The key to understanding the fear is open communication and alleviate the fear not just by vague promises but very specific actions. for example we change their personal performance objectives to adjust the program changes, then support them with what they need - time, resources, budget

The best ways to handle change IMHO: 1. Keep an open mind. Change is inevitable. 2. Create a safe den for the team members, where people can ask questions about the changes without being judged. They can clarify any doubt. Only when the team is clear about WHY, will they be able to appreciate the WHAT of the change. 3. The safe den should be a place where team feel comfortable, they have fall back plan. Also, if it goes wrong... IT IS OKAY to fail. Empathetic leaders bring that feeling. 4. Once the WHY and WHAT is comprehended, HOW can be brainstormed by the team themselves. It will bring accountability and ownership. Embrace Change and course correct as we move forward!

Clear communication is essential to overcoming hesitation. It’s important to engage in discussions about the changes to the program and the reasons behind them. Foster an environment where team members feel comfortable expressing their concerns and questions. Share any potential challenges and how you plan to mitigate them, address their concerns and assist in finding resolutions. Additionally, collaborate with them and provide support to build trust Trust-building takes time, always be approachable and empathetic to their feelings, showing that you value their perspectives.

To build trust with your team regarding program changes, clearly outline why the changes are necessary and how they will benefit the project and the team. Encourage team members to express their concerns and ask questions, demonstrating that their input is valued and considered in the decision-making process. Further, involve your team in the change implementation. This inclusion fosters a sense of ownership and eases concerns about the new direction. Support them with necessary training and resources, and consistently seek their feedback as changes are enacted. By showing that you are attentive and responsive to their needs and opinions, you strengthen their trust and engagement with the program’s new path.

As a Program Manager, I believe that fostering trust within my team is crucial, especially during times of change. I prioritize open communication to transparently share the reasons behind any program adjustments. By involving my team in the decision-making process, I not only empower them but also cultivate a sense of ownership. I strive to demonstrate the benefits of these changes, illustrating how they align with our goals and enhance our collective success. Moreover, I invest time in building strong relationships with each team member, understanding their unique perspectives and concerns. This holistic approach ensures that we navigate changes collaboratively and effectively.

In my experience, when introducing program changes, it’s crucial to clearly outline not just what changes will be made, but *how* they will be implemented and what support the team can expect along the way. People are more likely to trust the process if they see a clear path forward and understand the steps being taken to ensure a smooth transition.

Explain the reasons for the changes in simple, relatable terms. For example, share how the adjustments will benefit both the team and the project. Avoid jargon—use clear language and concrete examples to keep everyone on the same page. Transparency about why decisions are being made helps team members feel informed and included, which strengthens trust and confidence in the process.

Clear communication is vital to earning trust during times of change. Throughout my career, particularly in managing high-stakes projects, I have emphasised the importance of transparency and clarity. Clearly explain the reasons for the programme changes, how they will benefit the team and the organisation, and what the expected outcomes are. Ensure that the team fully understands the objectives and the steps involved. By providing clear and consistent information, you can reduce uncertainty and build confidence in the changes.

In this case we should first explain the reasons behind the changes, the benefits they bring, and how they align with the team's goals. Ensure that the message is transparent and addresses potential concerns.

Don't make it a monologue or a mere dispensing of information, when you're meeting to discuss program changes with your team - allow healthy discussions that involve sharing feedback, concerns, questions or clarifications. This way, everyone feels more involved and is able to align more efficiently with the changes

There are different strategies to engaging team members. Foremost, understand how they respond to stimulus. Pitch a few ideas, and let the team grow those ideas. A socratic approach might ask key questions of the group or individuals. If the team is struggling to stay on topic create a redirect, "X what do you think about <insert topic>?" If the group is too homogenous in its process, try to stimulate constructive debate by red teaming ideas. The goal of brainstorming is about ideation so let go of control over the session and let the ideas flourish as teams creativity flows.

Initially, it is crucial to seek feedback from all team members regarding the program changes and engage in a candid discussion about the benefits these changes will bring to everyone. This approach demonstrates that you trust and value the employees' contributions. When employees sense their input is acknowledged, they feel appreciated. Conversely, as a leader, responding negatively to their feedback can diminish your credibility and the likelihood of them providing future input.

Involve everyone by actively seeking their input and addressing their concerns during the planning and implementation stages. Foster an inclusive environment where team members feel heard and valued by incorporating their feedback into the change process. By demonstrating that their perspectives are integral to the decisions, you build trust and increase buy-in, making the transition smoother and more collaborative.

Involving the entire team in the change process is key to fostering trust and acceptance. My experience in building high-performing teams, such as at MMB Networks, has shown that inclusive decision-making can significantly increase buy-in. Encourage team members to contribute their ideas and feedback on the changes, making them feel valued and part of the process. This collaborative approach not only helps in addressing concerns but also empowers the team to take ownership of the changes, leading to greater trust and commitment.

This critical step often gets overlooked. There’s a presumption within program management that the team will adapt to changes and secure the support they need on their own. As program managers, it’s crucial to proactively offer support in all areas related to change. Sometimes, this simple assurance is enough for the team to open up about what’s needed to manage changes smoothly. The challenge is to genuinely offer and provide support, rather than just paying lip service. Programs can be stressful, and offering real support during transitions boosts team morale. A well-supported team will stand up against all odds and ensure the program’s success. When teams feel supported, they’re empowered to achieve extraordinary results.

Providing support during change is everything. Offering training, resources, and simply being there for your team shows you genuinely care. Let them know it’s okay to take their time adapting—there’s no rush. When they feel supported and valued, trust naturally grows, and they’ll be more confident in embracing the changes ahead.

Providing support throughout the transition is essential for easing the team’s concerns and earning their trust. In my leadership roles, I have consistently prioritised offering the necessary resources, training, and guidance to help teams adapt to new processes. For example, during my time at BRM Utility Services, supporting the team through significant operational changes was critical to maintaining morale and performance. By ensuring that your team has the support they need, you demonstrate your commitment to their success, which helps to build trust.

Create a detailed plan outlining the change process. Provide training sessions. Listen to concerns, and offer encouragement. Celebrate, acknowledge, recognize.

Show consistency by clearly communicating the reasons for the changes and sticking to the outlined plan. Maintain steady and reliable support throughout the transition, follow through on promises, and be transparent about progress and setbacks. By demonstrating unwavering commitment and reliability, you build confidence in your leadership and reassure the team that the changes are well-managed and beneficial.

Ensure that all communications emails, meetings, and announcements are aligned. Stick to the timelines, promises, and plans you've laid out. Feedback is most important here. Use consistent methods for gathering and addressing feedback. Ensure that concerns are handled in a standardized manner

Consistency in your actions and decisions is crucial when leading a team through change. My career has been built on a foundation of consistent leadership, where I’ve maintained a steady approach even during challenging times. By consistently following through on your promises and maintaining clear communication, you reinforce the team’s trust in your leadership. Consistency helps to establish a stable environment where the team feels secure, even as changes are implemented.

We often overlook the small wins, but they’re everything. A quick shoutout when someone masters a new tool or a simple email recognizing a milestone can lift spirits and remind everyone that their efforts matter. Celebrating these moments builds trust and keeps the team motivated, showing them that change is leading to real progress and success.

Celebrating progress is an effective way to build trust and maintain momentum during programme changes. Throughout my career, including my time managing large projects at UPP, recognising and celebrating small wins has been a key strategy in keeping the team motivated and engaged. Acknowledge the team’s efforts and highlight the positive outcomes of the changes as they occur. Celebrating progress not only boosts morale but also reinforces the benefits of the changes, helping to solidify the team’s trust in the new direction.