Start by actively listening to their concerns to understand the root of their hesitation. Clearly communicate the rationale behind the change, emphasizing the benefits and alignment with overall goals. Involve them in the decision-making process, making them feel valued rather than imposed upon. Address any fears or uncertainties by providing clarity, resources, and support. If resistance persists, offer small, manageable steps to ease the transition. Lastly, reinforce a growth mindset, highlighting adaptability as a key strength while ensuring they feel supported throughout the shift.

Ask probing questions to see what their perspective is and why they think what they're doing is better. You may gain insight into a better way to run the project. If the method the member is doing isn't beneficial, the conversation gives you the opportunity to discuss why their way of doing things isn't helping and show how the way the team is going is better suited to thhe goal.

I totally get it, change can be tough, and resistance is pretty common. Whenever I’ve faced this, I’ve found that just taking the time to listen makes a huge difference. Sometimes, people push back because they don’t fully understand why the change is happening or how it affects them. So instead of just enforcing it, I try to have an open conversation, explaining the reasoning, addressing concerns, and even getting them involved in the process. When people feel heard and included, they’re way more likely to get on board.

One thing I have found helpful is to acknowledge their perspectives – Even if I don’t agree, recognizing their viewpoint builds trust. Another thing is to understand the root cause of the disagreement and if they have valid concerns about feasibility or execution