Remember to include examples of resistance due to business-related concerns as well as those that are emotionally driven. For example, it would be acceptable to include resistance driven by fear and anxiety-related issues in your answer.

"In my experience, there are three main reasons that team members I work with are resistant to change. The first is a lack of education or information. Sometimes I request the development of features and functionality that the engineering teams have a lack of experience working with. They resist in those cases because they prefer to work with reliable solutions they know well. I definitely understand and empathize with this concern. I like to work with skilled solution architects and designers to identify new technology needs as soon as possible so that we can plan for training and develop proof of concept models to test things out before we fully integrate them into our products.

The second reason I am met with resistance is a lack of understanding of the customer persona. Sometimes team members will challenge the value of a feature I advocate for because they are lacking context. In these cases, I help my team members understand how the feature will be used and how it will directly add value to the customer experience. If possible, I bring in customers or coordinate shadowing opportunities to allow the customers to speak directly to their needs.

Finally, I have met resistance within teams that is driven by fear and anxiety. This is often the case after an issue with a product launch or a period of poor product performance. Some team members fear that the next round of changes might experience similar outcomes, and they struggle to move forward. I find it helpful in this scenario to spend extra time analyzing and gathering metrics to support the changes I am in favor of. Focusing on data-supported strategies seems to reduce some of the emotional reactions."