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How do you build rapport and influence during change?

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Change is inevitable and challenging, especially for teams that need to adapt and perform under new conditions. As a team leader, you have a crucial role in helping your team navigate change and achieve positive outcomes. One of the key skills you need to develop is rapport and influence, which are essential for building trust, communication, and collaboration among your team members and stakeholders. In this article, you will learn how to build rapport and influence during change by following these four steps:

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David Garrote Yá?ez

People & Culture Senior Lead | Profesor universitario | Columnista en prensa y medios especializados

1 Assess the situation

Before you can build rapport and influence, it's important to understand the context and the impact of the change on your team and yourself. To assess the situation, consider questions such as what is the nature and scope of the change, what are the goals and expectations of the change, how does it affect your team's roles and relationships, how do you and your team feel about it, and what are the potential challenges and opportunities of the change? By assessing the situation, you will be able to identify needs, concerns, and emotions of your team and yourself, allowing you to tailor your approach accordingly.

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David Garrote Yá?ez

People & Culture Senior Lead | Profesor universitario | Columnista en prensa y medios especializados
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I concur that assessing the situation is crucial for building rapport and influence during change. I’ve found the Kubler-Ross model, traditionally linked to stages of grief, useful for understanding the team’s reactions to change. This model, with stages: denial, anger, bargaining, depression, and acceptance, helps pinpoint team members’ adaptation progress. It’s key to recognize that not all will experience these stages similarly. This model aids in tailoring our leadership to the team’s needs during change.

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2 Communicate effectively

Communication is essential for building rapport and influence during change, as it helps to share information, clarify expectations, address issues, and provide feedback. To communicate effectively, be clear and consistent about the purpose, benefits, and progress of the change. Utilize different channels and formats to reach your team and stakeholders, such as meetings, emails, newsletters, or videos. Additionally, listen actively and empathetically to your team's feedback, questions, and suggestions; acknowledge their feelings and perspectives; and invite them to share their ideas and opinions. Furthermore, use positive and supportive language while avoiding jargon, criticism, or blame. Ultimately, by communicating effectively you will be able to create a shared understanding, alignment, and commitment to the change among your team and stakeholders.

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David Garrote Yá?ez

People & Culture Senior Lead | Profesor universitario | Columnista en prensa y medios especializados
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I wholeheartedly agree on communication’s pivotal role during change. Drawing from the concept of psychological safety, established by scholars like Amy Edmondson, it’s essential for team members to feel they can voice concerns without fear of reprisal. As leaders, creating frameworks and methodologies not only provides structure to communications but fosters a psychologically safe environment. Such tools reduce ambiguity, a key stressor during change, enabling teams to move forward with confidence and commitment.

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3 Build trust and credibility

Trust and credibility are the foundation of rapport and influence, as they allow you to create a positive and respectful relationship with your team and stakeholders. To build trust and credibility, be honest and transparent about the change, demonstrate your competence and confidence in leading it, show integrity and consistency in your words and actions, express appreciation for your team's efforts, show interest in their well-being, and offer them support when needed. Doing so will help you foster a sense of loyalty, respect, and confidence among your team and stakeholders.

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David Garrote Yá?ez

People & Culture Senior Lead | Profesor universitario | Columnista en prensa y medios especializados
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Trust and credibility are cornerstones in leadership. When considering transformational leadership, these elements gain amplified significance. Transformational leaders inspire and motivate, setting clear visions. Their authenticity and consistent behavior lay the groundwork for trust. As they genuinely care for team members’ growth and well-being, they create an atmosphere of psychological safety. This kind of leadership doesn’t just aim to manage but to transform, elevating teams by fostering trust and ensuring members feel valued, heard, and safe to share, innovate, and express concerns.

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4 Influence positively

Influence is the ability to persuade or motivate others to take action or adopt a certain attitude or behavior. To positively influence, use logic and evidence to present your case and highlight the benefits and value of the change for your team and stakeholders. Additionally, appeal to their values, aspirations, and fears by using emotions and stories. Furthermore, use social proof and authority to reinforce your message, showing how others have successfully embraced or endorsed the change. You can also use reciprocity and incentives to encourage your team and stakeholders, offering them something of value or reward in exchange for their cooperation or support. Finally, use collaboration and consultation to involve your team and stakeholders, seeking their input and feedback on the change. By doing so, you can inspire and empower them to take ownership and action on the change.

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David Garrote Yá?ez

People & Culture Senior Lead | Profesor universitario | Columnista en prensa y medios especializados
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Influence, when wielded appropriately, can motivate teams towards shared goals. However, there’s a caveat: authenticity. If influence is perceived as inauthentic, it risks eroding trust and credibility. Drawing from psychology, people are adept at sensing disingenuous actions or intentions. When leaders attempt to influence without genuine concern or transparent motives, teams may feel manipulated, leading to decreased morale, motivation, and engagement. The ripple effects can be detrimental—reduced collaboration, creativity, and even turnover. It’s paramount for leaders to exercise influence authentically, ensuring it aligns with genuine intent, benefitting both the team and overarching goals.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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David Garrote Yá?ez

People & Culture Senior Lead | Profesor universitario | Columnista en prensa y medios especializados
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From my perspective, there’s a pressing need for managers to receive more extensive training in social psychology, but it should be from a profound academic viewpoint. Often, training sessions can be superficial, offering shallow insights that don’t truly equip managers with the tools they need. Such cursory training can, unfortunately, set a counterproductive example. Deep understanding of human behavior, group dynamics, and interpersonal relationships can transform management practices, fostering more cohesive and resilient teams.

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How do you build rapport and influence during change?

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3

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5

1 Assess the situation

2 Communicate effectively

3 Build trust and credibility

4 Influence positively

5 Here’s what else to consider

Team Leadership

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How do you build rapport and influence during change?

1

2

3

4

5

1 Assess the situation

2 Communicate effectively

3 Build trust and credibility

4 Influence positively

5 Here’s what else to consider

Team Leadership

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