Our experience with hundreds of managers and thousands of employees, both in the field and training sessions, has allowed us to identify 25 tactics particularly effective in reducing what is commonly called resistance to change.
Here is the first in a series of 5 blogs that will describe these 25 tactics. The first 5 tactics are particularly relevant and effective when introducing a change.
- Prepare before acting: Take the time to properly identify the groups and individuals who will be affected by the change and how best to inform them. Remember that one of the most efficient ways to reduce resistance is to bring about change so that people understand the reasons for it and feel respected in the process.
- Tailor your messages. Identify the impacts of the change on the key affected groups and tailor your messages accordingly. Remember that the first questions to which people want answers are “How is this going to affect me? What will I gain from this? What will I lose?”
- Anticipate reactions. Identify, to the best of your knowledge, the reactions of the individuals and groups affected by the change. Prepare answers to these reactions or plan for actions tailored to certain individuals or groups.
- Be clear and determined. One of the typical reactions towards change is denial. “This is not serious.” “It’s the flavor of the month.” “We will let the dust settle and we will take it from there.” To minimise these types of reactions, show by your words, tone of voice and actions that the change is serious business.
- Show the path ahead. Be crystal clear about the objectives of the change and the means at the disposal of the team to achieve it. As much as possible, share what will be the main steps ahead and how people will be supported, coached and trained.
To what extent do you take the time to properly anticipate the reactions to the change you will be communicating and adapt your communication strategy accordingly?