How to Build Change-Resilient Teams – with Annika R Malmberg on Tech Royale

In the latest episode of HiQ’s Tech Royale podcast, we’re joined by Annika R Malmberg – one of Sweden’s most popular speakers on relationships, teamwork, and collaboration. With over 30 years of experience helping leaders and teams navigate change, she shares powerful insights, practical tools, and deep psychological wisdom that speaks right to the challenges of our time.

Here are some key takeaways from the conversation:

1. Change is always a threat to our sense of security

Many organizations want to drive change – but fail to understand the psychological resistance it creates. Annika reminds us of a simple truth: Even positive change can feel threatening.

It’s not about unwillingness or lack of skill – it’s about fundamental human needs: safety, control, and a sense of value. People often struggle not just with what’s changing, but with the fear of losing their role, their identity, or their worth.

That’s why leaders need more than big visions and flashy PowerPoint slides. They need empathy. And most importantly: they need to involve the team in the change process. Help them understand why, and make them feel part of the how.

2. Feedback must be a habit – not a one-time event

Feedback isn’t just a buzzword – it needs to be a natural part of team culture. But for that to happen, it has to be normalized.

Annika encourages teams to create a clear feedback agreement: “In our team, we speak up – directly, honestly, and respectfully. And we receive feedback with the same mindset.”

Even with this in place, it’s important to understand how people work. Many can handle criticism well when they’re prepared – but instinctively go on the defensive when it comes out of the blue. That awareness needs to be part of the group culture: being human is part of the process.

3. Self-awareness makes you a better team member

We often talk about leadership. But in this episode, the role of team membership gets just as much focus.

Understanding your own reactions, triggers, and needs doesn’t just make you easier to work with – it makes you a key player in times of change. Annika describes it as writing your own user manual: “This is how I function at my best. When I get stressed, this is what happens.”

The more you – and your teammates – know about yourselves, the less energy gets wasted on misunderstandings.

4. Every team is made up of different personalities – and that’s the point

It’s easy to assume everyone should think and act like you. But in a strong team, differences are a strength – not a problem.

Annika describes a few common personality types in teams:

• The fast-moving, positive idea generator – great energy, but sometimes skips the details.
• The analytical perfectionist – values accuracy, needs more time and data.
• The empathetic colleague – carries the emotional weight of others.
• The extroverted motivator – lifts the room, but might take up too much space.

This is where openness comes in. We need to talk about our drivers, strengths, and blind spots – and create a team culture where everyone knows what their teammates need to thrive.

5. AI is already part of the team – and soon, even more

AI is already embedded in many teams – as a note-taker, idea generator, or data analyst. But we’re heading toward something even bigger.

Annika raises the idea of AI as a neutral feedback partner – one that observes team dynamics, gives real-time input, and detects patterns we might miss. She believes it can strengthen teams – as long as there’s a foundation of safety and transparency.

Just like with people, it becomes unsettling when you don’t know what the agenda is.

Bonus: Organizations need teams of teams

One strong team isn’t enough. The whole organization needs to function as an ecosystem of interconnected teams – where each one understands how their purpose and delivery contributes to the bigger picture.

Annika illustrates this with an image of arrows: every team has its own target, but all arrows need to point in the same direction. If one team veers off – even with the best intentions – it needs to be noticed, discussed, and realigned.

This requires cross-team feedback, clear dependencies – and a strong shared direction.

Want to hear the full conversation?

Listen to Tech Royale wherever you get your podcasts – or click HERE. In the episode, you’ll also hear more about Annika’s new book “How to Build Strong Teams”, why psychological safety beats speed, and why the best thing you can do for your team might be to write your own user manual.

And don’t forget to subscribe – so you won’t miss the next episode.