Enablement: Making Change Sticky

I see you doing the work... Explaining the changes. Re-explaining the changes. Reminding people of the opportunity. Keeping your teams' energy high. Confirming the focus. Minimising the distractions... While doing your best to manage your own diary and responsibilities.

BUT why after all the motivating, clarifying, and re-assuring, do some people still manage to resist change?

As if your change was as slippery as Teflon? ??

To make change sticky, high-performing leaders help their team members to assume a new, levelled-up identity - an identity that aligns with the change required. Because, at the end of the day, you need the individual people in your team to mentally own the change, make the necessary adjustments, and deliver.

I call this new, levelled-up identity: YOU 2.0.

Why, You 2.0?

Because what you know was good enough to get you here. But it?ISN'T good enough to get you?over there?to the results you?want?to have.?Truth ?? ?? We need to level up.

People?RESIST CHANGE?when?they don't PERSONALLY IDENTIFY with the new level required.?High-performing leaders help their people to level up mentally.

Amie,?one of my sales account managers, recently defined her 2.0.

Within 7-8 months,?Amie 2.0?not only?hit her annual sales target, but?was also awarded?her employer's?Sales Person of the Year award?(given to the highest-performing sales person). Keep in mind that?Amie is an?account manager whose target is "limited" to a handful of existing accounts,?not new business?- which makes this achievement even more?remarkable. Well done, Amie ??

[Side note:?I love working with Amie, her sales director, marketing team, and more of their sales team. These people are serious about their performance and invest in the?guidance + frameworks required to succeed faster in business... My kind of people!!]

Amie also proves that it doesn't take years to make change stick.

And, that it doesn't take years to see the juicy?fruits of your labour.

Your team can elevate to their individual 2.0's and?make?serious?headway towards their?targets within just a few months.

Wouldn't that be nice?

You can help your team to define their You 2.0 by asking these questions that come from part of my?You 2.0 FRAMEWORK for leaders:

1. What values describe how the BEST of you thinks? ...
2. What values identify how you NEED TO THINK so that you have a greater level of impact and you?achieve your goals? [You 2.0 ??]
3. What values describe how the BEST of you develops relationships?
4. What values identify how you NEED TO?BE?in order to build more connections, deeper connections, and trusted connections? [You 2.0 ??]
5. What habits or activities would you need to start today in order to demonstrate You 2.0? Anything you need to stop or reduce? [This is You 2.0 in action -?and can become KPIs to keep track of??? ?]

You can start by asking these You 2.0 FRAMEWORK questions in your next set of one-to-one's with your team.

Thanks for reading!

Tanya.

P.S. A bonus side-dish of more You 2.0's running around the office??Improved culture. More collaboration. Greater employee satisfaction. And you become responsible for this improvement... Everybody wins. ?? For more high-performance frameworks, register to The Inner Circle here.