Change implementation can be challenging, especially when you have to facilitate a large group of diverse stakeholders. How can you ensure that everyone is on board, involved, and motivated to contribute to the change process? In this article, you will learn some tips and techniques to encourage engagement in a large group during change implementation.
Before you start facilitating a large group, you need to have a clear and compelling vision of the change you want to achieve. What are the goals, benefits, and risks of the change? How does it align with the organization's mission and values? How will it affect the different roles and functions of the group members? You need to communicate these aspects clearly and consistently to the group, and invite their feedback and questions. This will help them understand the purpose and scope of the change, and how it relates to their work and interests.
I love using the Polarities framework to explore what is the positive and the negative of the current and future state. You can incorporate this concept as an exercise to do with stakeholders in different groups and it will build empathy, understanding and clarity.
Right off the bat, this is a great place to start articulating the answer to "what's in it for me." You may have a clear case for how this change will benefit the organization, but if you can't explain how it will benefit the individuals who actually have to do the changing, your efforts can stall out - or worse, face active resistance. Paint a picture of the future for everyone that shows how they will benefit from this change, and how important they are to making it happen.
Facilitating a large group requires creating a safe and inclusive space where everyone feels comfortable to share their opinions, concerns, and ideas. You need to establish some ground rules and norms for the group interaction, such as respecting each other, listening actively, and avoiding interruptions. You also need to use appropriate methods and tools to facilitate the group discussion, such as breakout rooms, polls, surveys, or brainstorming sessions. You should also ensure that the group is diverse and representative of the different perspectives and experiences of the stakeholders involved in the change.
One of the greatest way to create a safe space for your team is to focus on active listening. When you truly listen to the concerns and the positives, you can better position the work or project to succeed. Another way that I do this is by asking questions. When you ask open-ended questions that get the group thinking, the discussions are much more robust, and it encourages participation of all.
One of the common challenges of facilitating a large group during change implementation is dealing with resistance. Resistance can stem from various sources, such as fear of the unknown, loss of control, lack of trust, or conflicting interests. You need to acknowledge and address resistance in a constructive and empathetic way, rather than ignoring or dismissing it. You can do this by listening to the reasons and emotions behind the resistance, validating their feelings, and providing information and support to overcome their barriers. You can also involve them in finding solutions and alternatives that can address their concerns and meet their needs.
If we stop looking at them as "resistance" and start seeing them as "valid reasons for concerns" we engage with stakeholders in an honest and powerful way.
Another way to encourage engagement in a large group during change implementation is to celebrate and reward participation. You need to recognize and appreciate the contributions and efforts of the group members, and provide positive and constructive feedback. You can also use gamification techniques, such as points, badges, or leaderboards, to make the participation fun and rewarding. You can also create opportunities for social interaction and networking, such as icebreakers, team-building activities, or informal chats, to foster a sense of community and belonging among the group members.
Finally, you need to monitor and adjust the process of facilitating a large group during change implementation. You need to collect and analyze data and feedback from the group members, and evaluate the progress and outcomes of the change. You need to identify and address any issues or gaps that may arise, such as communication breakdowns, misunderstandings, or conflicts. You also need to be flexible and adaptable to the changing needs and expectations of the group, and modify your facilitation style and techniques accordingly. You should also seek feedback and suggestions from the group on how to improve the facilitation process and the change implementation.
In my experience as a lean practitioner and throughout my career, the ability to pivot or adjust as needed is crucial. For me, the best way to assess progress and whether or not to make a shift, is to consistently ask for feedback and listen to it. When you do this, you become more flexible and adaptable to changing circumstances, and you keep your finger on the pulse of your work. It's important not to save feedback until the what went well/even better if conversations at the end of a project- ask about the project during a daily huddle, 1:1s, and any other opportunity. It shows that you are invested in the project's success and that you trust your team to help get there!
Zu Ver?nderungen sind Menschen bereit, wenn sie auf Basis von Autonomie und Freiwilligkeit aktiv werden k?nnen. Mit Leichtigkeit entfalten sich Menschen in transformativen Vorhaben, wenn wir "Praktiken des Gelingens" auf Basis facilitativer Grundannahmen und Prinzipien gemeinsam entwickeln. Neben den Unternehmenszielen sollten individuelle Ziele der Beteiligten zur eigenen Weiterentwicklung Platz haben, gesehen und gewürdigt werden. Spurgruppen und Gro?gruppenformate erm?glichen in gro?en Organisationen unternehmensweite Anliegen simultan und partizipativ zu bearbeiten und wirksam einzuführen. Voraussetzung für alle Ver?nderung ist die Bereitschaft zur Selbstver?nderung - dies geht nur in Autonomie und Gleichwürdigkeit jedes Einzelnen.