For the most part, no one likes change. People especially seem resistant to change within the work environment. Ever wonder why? Maybe it is because people feel powerless at work. They hate change because they have no control over it. Maybe on some primitive level, it takes them back to their childhood, when things just happened around them and no one bothered to ask their opinion.
But life is life and the only thing you can count on, or so they say, is death, taxes and change.
If you are sitting on a non-profit board, running your own company or in charge of your own department at work, there will come a time when you will have to lead people through the process of change. Although there is a whole profession designed to help people with change management, here are a few tips from a communications perspective that should help you guide people through this process as painlessly as possible.
1. Involvement = Investment
This is the most important step. If at all possible, include your audience in the process. If there is a decision to be made, ask their opinion. Do you need to research options? Ask them to help. Run ideas by them; include them in meetings and discussions.
People who have walked through the process with you will understand the outcome and the reason for the change. They will become your change ambassadors because they understand why it is necessary.
2. Know your audience
Is your non-profit board full of people who value personal one-on-one interactions and who don’t like to be too ‘business-like’ or ‘stuffy’? Or are they a no-nonsense group who just wants the facts, cut to the chase and get to the business at hand?
Keep this in mind as you consider how you will be talking to them about change. A slick PowerPoint presentation complete with charts, tables and statistics might not work for the first group, but work great with the second.
3. Keep it Positive and Real
When talking about upcoming change, make sure you present the information in a positive and upbeat way. But whatever you do, don’t ignore the realities. Don’t pretend the elephant isn’t in the room. If you pretend the negative doesn’t exist, your audience will either think you are an idiot because you can’t see the negative or they will lose trust in you because you are trying to pretend it doesn’t exist. Address the negative but highlight the positives.
4. Provide Assistance
When addressing the negatives, provide some answers. Let them know how they can downplay the negatives. If possible, suggest resources, techniques or tips. Better yet, tell them how YOU are planning to deal with any negative aspects of the change.
5. Follow Up
Don’t just leave people to deal with things. Follow up. Call them and find out how they are coping with the change. Ask if there is anything else you can do to help. Listen.
Have you ever been on the other side when change was implemented and these steps were not followed? Was there any fallout? How receptive were you towards the change?
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