If you have ever been involved in any form of organisational change, you will know just how tough it can be to make change.
One of the common mistakes that is made is assuming that people will just accept and get on with making change.
Sadly the reality is very different. People will often go to extreme lengths in order to avoid the need for change.
It’s a vote for the familiar over uncertainty.
While there is no blueprint that will guarantee the support of others when trying to make change, there are some things that you can do to increase the chances of success.
Be able to clearly describe the change
Oddly enough it is often a lack of clarity that creates doubt in the minds of others.
If the leader is unable to describe the change clearly it is not going to instil confidence.
And without confidence it will be difficult to move forward.
Tell them what’s in it for them
You might not like it but the reality is that the vast majority are most interested in what’s in it for them when it comes to change.
Now you might think this is unfair and you would probably be right.
On the other hand think about how you respond to change. Do you embrace it or do you think about whether it is beneficial for you.
Listen more talk less
When you start to listen and use open questions to learn more you get insights. You better understand the worries and anxieties. You learn.
Try to make sure that the time you spend listening is significantly greater than the time you spend talking.
Reassure as much as you can
Any change brings with it uncertainty. What you can’t do is give certainty.
What you can do is reassure people that whatever happens you will provide them with support.
The truth is change is very difficult for people. Your role is to make it as easy as possible to get people on board with the change you are trying to make.
Duncan Brodie helps accountants and professionals become better leaders.