Managing resistance to change...

Team members need to feel included in change.  Resistance begins the moment people are excluded and no recognition of everyone’s unique abilities could put the whole process in jeopardy.

High Sense of Uniqueness/Low Sense of Belonging = Differentiation 

For some reason these team members bring unique abilities, but as they do not feel like this is recognised they do not feel accepted within the team. This often where it is the skill of a Leader is to manage these talented individuals to give their ideas airtime and make them feel included, normalising their uniqueness. 

Low Sense of Uniqueness/Low Sense of Belonging = Exclusion

These team members do not feel part of the group, no sense of belonging and therefore feel undervalued, so do not contribute.  This is often a vicious circle of team members and leaders, both stubbornly making the situation worse. 

Low Sense of Uniqueness/High Sense of Belonging = Integrated

Whilst this is great that the team members feel so blended into the culture, they lose their ability to bring something unique.  They might well be so used to old processes “this is the way we have all done things around here…”

High Sense of Uniqueness/High Sense of Belonging = Inclusion 

This is where ideally you would like all the team members.  Everyone has a voice and feels that they are understood and accepted within the group.

Communication is always the key to change, frequent and on multiple platforms.  Everyone needs to feel involved and even taking time to personalise how you share updates.  Making it as easy as possible for change to be adopted.