You just announced a change initiative. You are now facing a variety of reactions to this change. Here are 8 tactics that will help you better deal with these reactions and support your people during their transition.
6.Create opportunities for discussion. Encourage opportunities to evaluate the status of the change, listen to concerns, questions and suggestions from people, and keep an open dialogue about change.
7.Welcome. People’s reaction to change is theirs and it is not for us to judge. The most important thing to do is to welcome them for what they are; to show people that you understand them (even if you disagree).
8.Listen. Listen. Listen. One of the best ways to show a person that he/she is important, that his/her concerns are legitimate and that you welcome his/her thoughts, is to listen to him/her. Actively. Without judging.
9.Build on emotions. The change process is often emotional. Rational arguments are important but are insufficient. When you walk the talk, you build on an important emotion called trust.
10.Involve. Find ways to involve the members of your team in aspects of the change implementation. People are much more likely to support a change in which they played an active role.
11.Stay the course. When you meet increasing doubts and criticisms about the change, stay focused, determined and confident. When everything is confusing, answers are slow to get, and problems always arise, one of your best tools is hope.
12.React to the need, not the argument. Try to discover the need expressed behind the issues and arguments. Reassure people by addressing their needs.
13.Reframe. Offer new perspectives, different angles to assess the proposed solutions and their impacts. Make a list of pros and cons about the change.
To what extent are you capable of supporting your people while they react to change and do you take the time to do it?
