42. The leader of a research and development team at a pharmaceutical company informs the team that management has made a change in plans. The current project, a vaccine for West Nile virus, has been sidelined, and the team is now requested to focus on developing a new weight-loss drug. The leader is unsure why management made the change. When he informs the team, several members question the merits and reasons behind the change. How should the leader respond to the team's resistance?
Answer: A
Acknowledge the team's concern and take their questions to his managers to ask for more information
The leader should acknowledge the team's concerns and take their questions to management to seek clarification on the reasons behind the change in project focus. This approach demonstrates empathy and fosters open communication, which can help alleviate the team's resistance.
A) Acknowledge the team's concern and take their questions to his managers to ask for more information
This option is correct because it allows the leader to validate the team's feelings and provides an opportunity for transparency. By seeking further information from management, the leader can address the team's concerns and potentially provide them with the rationale behind the decision, thus fostering a more collaborative environment.
B) Position outside of the team
This option is incorrect as positioning outside of the team could create a divide and enhance feelings of isolation and resistance. It does not address the team's concerns or promote open communication, which is essential for effective leadership and team morale.
C) Tell the team members that the reason for the change is not important; what is important is that they follow the directives they have been given
This option is also incorrect because dismissing the team's concerns can lead to increased frustration and resentment. Effective leadership requires acknowledging team members' feelings and providing rationale, rather than minimizing their concerns.
D) Organize a change-planning group and ask the team members to formulate a plan for managing the change
While this option could promote team involvement, it is not the most immediate response to address the team's resistance. The leader's first step should be to understand the reasons behind the change and communicate them to the team, rather than jumping straight into planning without context.
Conclusion
The correct answer, acknowledging the team's concerns and seeking further information from management, is vital for fostering trust and open communication. All other options either fail to address the team's emotional response or risk deepening the divide between the leader and the team, ultimately hindering the team's ability to adapt to the change effectively.