Change is a necessary part of growth. So why is it that half of all change initiatives fail? Why do people resist change, and what can leaders do to help their teams embrace organizational change? Today on The Champion Forum Podcast, we’ll talk about the mindset shift that will help you become better equipped to lead through the changes that are inevitably coming to your organization. You’ll learn how to ensure your change-management strategy helps you build trust instead of destroying it.
The Mistake Leaders Make
Leaders tend to make decisions about organizational change at the highest levels. They get a few people in a room, dissect the problem, and devise a solution. Leaders buy into the change during the decision-making process. When ready to announce the change, leaders have already processed any concerns and are excited about the benefits they hope to see. Leaders expect their employees to respond the same way.
Change is Difficult
People don’t resist change; they resist loss. Organizational change can cause people to lose their routines, workspace, friends, etc. Most people find it hard to let go and be excited about change, at least right away.
The Mindset Change Leaders Must Make
Approach your change announcement with an understanding of what you are asking people to give up. Remember, the pain of losing something is twice as powerful as the pleasure of gaining something else. This posture, which values and respects your employees, will help ensure your change management plan is truly employee-focused. Combined with a strong strategy, this approach will build trust and help your employees stay engaged.
Q: What attitudes toward change do you have on your team? How do you approach change in your organization? What strategies can you use to help you empathize with your employees? Describe a time when a leader helped you embrace a change you were not excited about. What did they do that was helpful? What did they do that was not helpful?
Application Activities:
How does your company ensure they understand how change will affect your employees? Creating a committee of employees who can give feedback earlier in the decision-making process can help identify challenges and the losses employees will feel due to the change. Talk through those emotions with the team and ask great questions. Don’t use the meeting as a time to try to convince them the plan will work. Use the meeting to understand their position and to determine what will help them if you move forward with the change.
Start coaching your employees on how to embrace change! Everyone can learn how to be more resilient and adaptive toward change. Find out what makes them most nervous about change and what helps them feel excited about change. By doing mindset work with your employees and explaining that change is a natural part of life and business, they will come to expect change. Then, they will feel less blindsided when you introduce a new initiative, policy, or compensation plan. When they know change is an expectation, they can respond accordingly.
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