Implementing Change With Your Team: The Do’s & Don’ts to getting Employee Buy-In
Melissa Landry
? Executive Coach + Management Consultant - Helping Driven Leaders & Executives boost their influence and build high-performing teams (without handholding or being the "bad guy")
? 70% of Change Efforts Fail.
So if you are in the process of
implementing something new,
pivoting or changing the way we do things,
or developing the organizational culture...
This is the right time to pay attention.
The reason for high failure rate is because of lack of navigating emotions from the people-side of business.
You see people are the key to successfully implement change.
And people are driven by emotions.
Emotions can support change (excitement, courage, curiosity),
or run the your endeavor in the ditch (frustration, fear, judgment).
So here are some leading change strategies do's and don'ts to consider right now.
?? DON'T #1 -Don't Keep them In the Dark
Emotions are contagious.
When the hint of something new on the horizon...
And when there is even the slightness hint in someone's non-verbals can trigger an awareness that something is amiss.
Something that could disrupt their jobs, how they work or how they are striving at work...
Fear spreads like wild fire.
? Instead DO ?? Let people in on the Change & be specific as to what changes and what stays the same.
When people know what remains unchanged, it gives a sense of stability and helps them see the change as localized (rather than invasive).
?? DON'T #2 - Don't Let Change Happen to Them
Because decision are being made top down, employees often feel powerless.
Feeling like a victim triggers a whole lot of resistance.
It will not matter if this was right or to their benefit if they are not onboard.
? Instead DO ?? Give People a Sense of Agency
Make change happen WITH them.
Find ways to put People in the Center of the Strategy and implicate them in decision making.
Provide people with a clear compelling vision of the ends, and invite them to participate in planning the means to get there.
When people have a say and feel included, they also have an internal emotional commitment to implementing the change.
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?? DON'T #3 - Don't treat Change as One Event
All to often, a date is set for implementation. We prepare, we implement, then we expect everyone else to just comply with the changes (because it's their job).
Except that change is a process of unlearning and relearning.
It requires being brave to try something new, learning from trying & failing (which doesn't feel good), and trying again.
All of this can trigger judgment, fear and frustration.
It takes time for people to get comfortable with the new way of doing things and doing it in sync.
? Instead DO ?? Approach Change as Supported Transitional Phase
Plan and prepare for a period of integration...
Think support before, during and after the change.
Create a supportive system for people to...
?? Experiment and learn together
?? Communicate concerns and build best practices
?? Participate in co-creating solutions
NOW... Don't expect people to just do this on their own because it's a safe place.
Create the venue, time and structure for them to engage in this process.
Emotions are part of the human biology and drives how people behave.
So instead of trying manage their behavior...
Learn how to navigate emotions to help transform behavior.
Times of change are critical times to master this skill.
So, if you feel overwhelmed...
Let me help you take things off your plate!
By partnering with you to design effective leadership strategies that engages your employees, you will be
?? gaining clarity on how to Lead People First (without sacrificing yourself);
?? streamlining your work by focusing on the right things that knock the other things off your plate like a domino effect;
?? gaining momentum & speed by moving in alignment with your employees.
Right Now, I've opened up inside The Executive Edge Program to help Managers & Executives to increase their influence, lead effective communication in the workplace, and create a positive impact on the company culture.
? Applications close this WEDNESDAY! So, if you are even remotely interested, book your consultation RIGHT NOW and together we can explore if this is the right fit and right time for you.