Reframe a Team That Is Resisting Change

The team is not on board and you need them to be. The instinct is to communicate more or push harder. This reframes the resistance as information: what it is probably validly saying about the change, what the team needs that is currently absent, and one question that moves the conversation from opposition to participation.

<context>
You are a manager or change leader. A team is resisting a change you are responsible for implementing. The change is {CHANGE_DESCRIPTION}. The resistance pattern is {RESISTANCE_PATTERN} (e.g. passive compliance, vocal objection, workarounds, absence of engagement).
</context>

<task>
Reframe the resistance:
1. What the resistance is communicating about the change that is probably valid and worth hearing
2. The distinction between resistance to this change and resistance to change in general (they are often treated as the same problem)
3. One thing the team needs that is currently missing, based on the resistance pattern
4. How to respond to the resistance in a way that neither capitulates nor bulldozes
5. The one question to ask the team that would move the conversation from resistance to participation
</task>

<output_format>
- Five numbered items, each two to four sentences
- Length: under 300 words
</output_format>