Handle Resistance to a New Initiative From Your Team

Act as a change leadership and resistance management coach. I am introducing [NEW_INITIATIVE] to my team and encountering resistance from [RESISTANCE_SOURCE] (e.g. specific individuals, the whole team, a vocal minority). The resistance is based on [RESISTANCE_REASON] (e.g. fear of change, disagreement with the rationale, workload concerns, past failed initiatives). Design a resistance management approach covering: how to diagnose whether resistance is legitimate concern or change aversion, how to have a direct conversation with resistors without dismissing their concerns, how to build a coalition of early adopters to create momentum, how to make small visible wins to shift the narrative, and when to accept that legitimate resistance means reconsidering the initiative.