Two weeks ago, I gave you change management strategy #12: Use your early adopters to build momentum. This series has received a lot of positive feedback so I have decided to continue it for the next few weeks, so here today is change management tip #13: Use peer pressure to your advantage.
Use peer pressure to your advantage
When I talked previously about using your early adopters to build momentum, I explained what early adopters are: people who are not only on board the change bus, but already moving the bus forward. These early adopters can often serve another useful purpose in change management – they can also unintentionally create peer pressure, a fact that you can use to the benefit of your change management initiative.
The reality is, whether you like it or not, messages from co-workers and peers are perceived differently by your employees than messages from you, their supervisor or manager. You may be the nicest and most communicative person in the world, but because of your job title, because there is a reporting relationship between you and your employees, anything you say is received with a filter. Good or bad, the message is always distorted by this filter called “you’re the boss”. Continue reading