Are you an agent of change? We discussed some time back that one of the strengths of good leaders is to be innovative and look for ways to improve the processes and people in our team to achieve better results.
Many people are very resistant to change as they have developed a comfort factor with the status quo. As leaders we need to identify and empathise with these team members. Once we can understand why this resistance is present we can take some time to develop the vision. With a good clear vision our task of helping these guys change will become a lot easier.
With this in mind we need to develop our vision to include several messages to address these areas of change and especially point out the following:
- Why the change will benefit the work team,
- How the change will improve the team's performance,
- What's in it for each of the people within the group,
- How the change will be implemented, and
- When the change will take affect.
When the vision is clear we need to spend some quality time with each factional leader explaining the vision, answering the questions and gaining buy-in from each of these leaders.
Gaining influence with each of these sub-groups will ensure your change is implemented, should you fail to gain this influence you will struggle to gain momentum and you changes may well flounder.
So next time a change comes to your attention consider the change and be mindful to consider how your planning, vision, influencing all need to be part of the plan. Be sure each one of these areas have been well considered, and be ready to talk about the details and possible objections, the sooner these are addressed and presented to the team the sooner you can get on and see your changes implemented.
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