You're dealing with a middle manager resistant to change. How can you help them adapt in the workplace?

In today's uncertain complex business environment CHANGE has become the most inevitable factor. There is a famous saying that says IF YOU CHANGE NOTHING, NOTHING CHANGES . Leaders must demonstrate themselves as great learners. When learning stops leaders perish too. To be effective learners you got to be effective listeners. Great leadership evolves around great listeners who reflect through deep learning and then articulate better decision making.

Title: “Navigating Change with NLP” Change can be a tempest, especially for a resistant middle manager. Here’s how Neuro-Linguistic Programming (NLP) can guide them: Reframing Perspectives: NLP helps shift their lens. Instead of fearing change, they see it as growth—a chance to evolve. Language Mastery: NLP fine-tunes communication. They learn to express concerns constructively, fostering dialogue. Anchoring Resilience: NLP anchors positivity. They recall past successes, boosting confidence to embrace the unknown. Modelling Adaptability: NLP teaches flexibility. By modelling adaptability, they inspire their team to follow suit. Remember, change isn’t a storm—it’s a dance. NLP leads the way.

In these cases, I always start with the principle of systems thinking, highlighting to the middle manager how their decisions and actions impact not just their immediate team, but the entire organization. I explain the interconnections between different parts of the company and how adapting to change can improve these collective dynamics. I then use tools such as the Petersen and Gwe model, which focuses on adaptation and innovation in organizational environments. I highlight the importance of not only accepting change, but also actively seeking ways to improve it. This involves continually evaluating the implementation process and strategically adjusting to maximize results.

Ayudar a un mando intermedio a adaptarse a los cambios en el lugar de trabajo puede ser un desafío, especialmente si muestra resistencia. Escuchar y Empatizar: Inicia una conversación para comprender sus preocupaciones y miedos. La resistencia al cambio a menudo proviene del miedo a lo desconocido o de la percepción de que el cambio puede afectar negativamente su rol. Identificar Barreras: Determina si la resistencia se debe a la falta de información, habilidades o a problemas personales. Explicar el Porqué: La transparencia puede ayudar a reducir el miedo y la incertidumbre. Involucrar en el Proceso: Hacerlo sentir parte del cambio puede aumentar su compromiso y reducir la resistencia.

As a coach, I am dedicated to encouraging middle managers to adopt a transformational leadership stance, empowering their team to embrace new opportunities. Through mentoring sessions, I teach you how to maintain communication that inspires a clear vision, modeling desired behaviors, and creating an environment that promotes innovation and continuous adaptation. In this way, it becomes the central point for promoting a culture where continuous learning is valued and encouraged. I offer resources such as personal development, mentoring and networking to support your current adaptation and prepare you for future transformations.

To facilitate effective adaptation to change, it is crucial to promote autonomy and empowerment within the team. I encourage middle managers to delegate responsibilities and empower employees to make informed decisions when faced with new challenges. This approach not only reduces leadership burden, but also strengthens team confidence and improves operational efficiency, creating a more dynamic and adaptable work environment.

In addition to enabling managers to adopt transformational leadership, it is essential to cultivate their resilience within a systemic organizational context. This involves helping you develop strategies to face unforeseen challenges and uncertainties that arise during change processes. Strengthening his ability to adapt, he not only faces current changes with confidence, but also prepares himself to lead his team resiliently in future organizational challenges, promoting an integrated dynamic that favors collective success

Be curious with them on what might be holding them back from either past experiences, their relationship to change, or even a need to increase their confidence to feel supported. Everyone has a different relationship with change where some are more accepting while others need guidance as it can cause emotions such as anxiety, frustration, and even fear. The behavior comes from somewhere so instead of approaching with judgement, allow yourself to get curious with them by creating a safe space to discuss the reasons for their resistance. Challenge them to come up with a game plan with specific action steps where they feel success will be earned through the change and support their progress. Everyone is unique so be curious about it.