Leading Change Video Series
As a leader, your job is to make change happen … but you can’t do it by yourself. For change to be successful, your employees have to come on board, and that can sometimes be difficult. Strategy #1 in this series is to involve employees in the change process early on.
Strategy #2: be patient AND persistent with your employees. Once you understand the normal mental cycle that all people experience, this becomes easier.
As we continue our ongoing series, this week’s strategy is to be accessible to your employees. This simple action will bring staff on board faster.
If you thoughtfully and deliberately recognize and celebrate the good work that was done under the old system, you will ensure that you don’t alienate the very people who will help you make your organizational change initiative a success.
When leading a change initiative, employee resistance is normal. Here’s one specific approach to overcome it and move forward.
If employees perceive change as negative, they have a natural tendency to hold on to the status quo. Overcome employee resistance by helping them feel like they have regained some degree of control.
If your employees don’t see the point of the change, attitudes and behaviours simply won’t change. So tell people why.
When it comes to communicating change, understand the power of the rumour mill and actively feed the grapevine. Even partial information is always better than no information.
When it comes to leading change initiatives, transparency is key. It’s up to you, the leader, to set the tone and create an environment of honesty and openness.
Let people vent. When you listen actively, showing employees that you hear and understand, you’ll be much more successful in getting them closer towards acceptance of the change.
Emphasize individual strengths in your employees. Change creates anxiety, so when you take the time to make your people feel good about what they’re doing, your change effort will thrive.
Instead of focusing on those who are resisting change, use your early adopters to build momentum for your change initiative.
Early adopters can also unintentionally create peer pressure, which you can use to positively further your change initiative.
When workplace change occurs, by necessity, priorities will shift as well. Involve your team in determining what can drop off the list, even if it is just temporarily.
In times of organizational change, it’s critical to realize that you’re a role model … so walk the talk.