Every leader has had the experience of unveiling an organizational change — a new system or process, a corporate restructure, a shift in the business model — and getting a less-than positive response from their team. Sometimes the reaction is subtle: lowered eyes, tightened lips, silence. With a more confident or vocal team, you might get questions about whether the change is necessary, complaints about “yet another thing to do,” and lots of reasons why this just isn’t a good time for a big shift.