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Three important things to remember when you are leading change

1. As individuals experience change, each one will deal with change differently.  In general though, people move through three predictable phases when confronted with change:

Stage One: ‘Endings’ – anger, denial, resistance, mourning

Stage Two: ‘Exploration’ – chaos, turmoil, hope

Stage Three: ‘New beginnings’ – new routines/methods, optimism, stability

You should expect employees to move through various emotions….even when things are going well!

2. Resistance arises when people realize that change is difficult

3. Your role is to keep people on track despite obstacles

Communicating to different personality types

We are each a ‘creature of habit’ and tend to act consistently over time and in different situations.

Various measurement systems can help you understand preferred styles of behavior – both your own, and those of others.  For example:

• Myers Briggs Type Indicator
• DiSC
• Insights

These personality profiles categorize how an individual prefers to:

• Direct their energy
• Process information
• Make decisions
• Manage himself in the world
• Deal with conflict
• Communicate
• Work in a team environment

To communicate effectively during change, it is critical to tailor your messages to the personality preferences of the individuals you are dealing with.

Dealing with Resistance to Change

You should expect resistance to change – this is normal!  As a leader, you can minimize resistance to change if you:

• Provide focus
• Proactively share information
• Acknowledge resistance when it occurs
• Tow the line
• Involve employees where possible
• Repeat key messages over and over
• Listen
• Validate good work done in the past

Sometimes, however, you will encounter continued resistance to change.  When confronted with difficult behavior, you can manage it if you:

• Be aware of the impact of the other person’s behavior on you
• Identify the type of behavior, and strategize a response before reacting
• Understand the root cause
• Determine if the conversation can continue right now
• Avoid public showdowns
• Focus on the behavior, not the person
• Don’t make excuses for the person
• Do something! – Don’t ignore the behavior

Learn Even More About ‘Tools to Lead Change’

Wily Manager members, click here to access the members-only area for this topic (you must be logged in).  In the members-only area, you can:

• Listen to the ‘Tools to Lead Change’ Podcast (15 minutes)
• Download the ‘Tools to Lead Change’ Audio (mp3)
• Download the ‘Tools to Lead Change’ Slides (ppt)
• Print or save the ‘Tools to Lead Change’ Cheat Sheet (pdf)
• Click through to Related Topics:
  • How to Build a Communication Plan
  • The Vision Statement
  • Mission Statements
  • STARS: Matching Strategy to the Situation
  • The Power of Persuasion: Selling Your Ideas
  • Corporate Culture: Key Levers to Change or Strengthen Culture
  • Cause and Effect Map: Creating and Using a Fishbone Chart

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Become a Wily Manager member and get instant access to even more information about Tools to Lead Change.  And don’t forget to sign up for our FREE Management Cheat Sheet Collection