Are you leading your team or organization through a difficult change? If so, these strategies can help you consider the different steps you need to take, in order to help your people understand the pressures for change, address their concerns, get their buy-in and communicate their role in making it successful.
Make it safe!
- Create an atmosphere of safety and trust.
- Enhance or maintain self-esteem.
- Encourage participation.
- Model the behaviors you are seeking.
You don’t have to agree, just understand.
- Give information and business reasons as completely as possible.
- View resistance as a natural and positive mechanism for sorting new information.
- Expect resistance and expression of emotion.
- Listen to and acknowledge others’ reality.
Take the time needed to get a commitment.
- Start from where they are and lead them to where they are going.
- Answer questions even if they have already been addressed; they may be asked from another point of view.
- Discuss the goals, reasons and impact of the change on people.
- Show compassion for their concerns and address their fears and barriers.
- Ask for and listen to alternative approaches to the same goal.
- Stay flexible with the methods and include inputs when possible.
To know you are on the right track, you must first see the track!
- Clarify the purpose and direction.
- Create a transition plan and set priorities.
- Develop success measures and a feedback system.
- Clarify roles, expectations, and risks.
- Provide training, incentives, and support.
- Follow the transition plan.
Only by knowing where you are, can you get to where you are going!
- Monitor progress regularly.
- Give feedback on progress.
- Involve people in making adjustments.
Desired behaviors will be repeated with acknowledgment and reward.
- Observe and acknowledge every milestone reached.
- Record every accomplishment.
- Celebrate successes.
- Recognize and reward contributions.