Change Is Not Easy

It doesn’t matter whether you’re leading the change or you’re the one who is required to change to meet shifting business requirements.

We all know that change is inevitable, so it helps to be prepared. Not everyone will be happy, but it’s what’s required to build a sustainable business.

6 Ways To Engage Your Team In Times Of Change

1. Manage conflict

Conflicts can freeze teams and cripple companies. For that reason, they are leadership opportunities. A key sign of a leader is someone who can help the team handle its conflicts better. Avoid taking sides, and look for paths out of the conflict. If you’ve been listening, connecting, and understanding both the individuals and the team’s goals, you will have the tools to help shift the team to a better place. In turn, the team will appreciate and look to you for leadership as a result.

2. Resist, Follow or Lead

Change is the way for companies to stay competitive and grow. For individuals, the opportunities created by change enrich careers and personal lives. You can deal with change in three ways, by resisting, following, or leading.

A resister tries to stay put, which is impossible in changing situations. The majority of people and companies who start by resisting will eventually find that they have to follow, trying to catch up. If that fails, they face a competitive disadvantage. Surprisingly anticipating and leading change is both safer and more adventurous.

3. Anticipate Resistance

The change will always meet with some resistance. Businesses must overcome resistance at a variety of levels and in complicated ways.

Anticipate and understand people’s reservations. Take steps to accommodate some objections in your plan, and gather evidence to counter others. Resistance can take many forms, both active and passive. Watch for signs of resistance and try to anticipate them. Watch out if no resistance is evident – it may be hidden.

4. Anticipate Reactions

Try to see the change from other people’s points of view and anticipate their fears. Will they feel inadequately informed? Will they fear workload increases, loss of control, loss of status, or loss of jobs? People’s reactions to an unexpected change tend to follow a recognized pattern. The initial response is usually negative. Passive resistance is followed by active resistance and then further passive feelings before acceptance. Allow time for these reactions to take their course, and plan presentation and concessions accordingly. Also, be prepared to deal with adverse reactions.

5. Combat Fears

Be as straightforward as possible when you address specific fears about the future of individuals. Speak openly about precisely what the change means for people, explain why you are confident that they can cope, and say why personal advantages are likely to outweigh disadvantages. General, vague emotional resistance is most challenging to overcome because you do not share other people’s emotions. Try to counteract negativity by involving people in positive action to produce quick-fix results; this will help ease their fears and anxieties.

6. Employee Change Agent Networks

During times of intense change, employee change agent networks combine excellent communication strategies with learning and development and a feedback loop.

 

When launching a change initiative, prepare ahead to include your team. Led by you, engaged team members will help drive the change leading to business success.

Interested in getting started?

Schedule a no-obligation call. During our call, we’ll determine if we’re the right partner for you based on your goals. Click here to schedule a call.