I frequently blog about leading change, and in the past I’ve explained how people’s reaction to change follows a classic model (How to manage change in the workplace). What happens though if you are responsible for leading and implementing change that you don’t agree with yourself? What then? Leading change you don’t agree with is not as unusual as you might think, and the bottom line answer is that you have to rise above your own emotions. Yes, I know, easier said than done, but getting past your own reservations is critical if you’re going to maintain your credibility with your team. You can’t move forward until you do.
You have to start first by looking inwards at yourself. How do you really feel about the change? You have to come to terms with the change yourself before you can play an active and positive role in implementing it. How do you accomplish this seeming impossible task? Here are three ideas. Continue reading