How to Motivate People to Care

This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Ask them how the change could benefit them.

BY DOING THIS

–        Present how the change will benefit the company.

–        Ask teams how it could benefit them.

–        Ask them what they need to do to realize the benefits.

It’s not surprising that many people view new company initiatives as either more work or irrelevant to their success. Most of us have too many things to accomplish, given the resources available – time, influence, people and money.

The key to getting people to care about a change is to ask them how it could be meaningful to them. Without making a personal connection, it’s just another thing they must do.

Start with the big picture and share how the change will benefit the organization. This provides context and meaning to the initiative. Next, ask teams how it can benefit their area. Giving people time to discuss the possibilities is essential to making the change meaningful. It’s an interactive process. After an in-depth exploration of the change, people will know why it is important for the business and themselves.

KNOWLEDGE BITES

TEAM BENEFITS WORKSHOP: How will the change benefit a team and its members?

SUCCESS TIP

Share that these benefits will be measured to ensure they are achieved.

To learn more about our article and podcast topics, check out the Change on the Run: 44 Ways to Survive Workplace Uncertainty book and audiobook at http://www.changeontherun.com or your favourite bookseller.

#change #changemanagement #transformation #management #business #leadership #engagement #podcasts 

How to Establish Team Ways of Working

 

This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Get agreement on how your team will best work together.

BY DOING THIS

–        Align on the purpose and goals of the team.

–        Ask people to share the behaviours exhibited by the best and worst teams they have been a part of.

–        Ask people to select three good behaviours they believe will enable the current team’s success.

Good relationships and aligned behaviours drive team performance. Managing early interactions will minimize tensions and speed up performance.

A project kick-off meeting provides an opportunity for people to share their working preferences and agree on how they can best collaborate. Start by discussing and agreeing on a common purpose and goals. Next, ask people to share their backgrounds to profile their skills and experience (and to build their confidence). Once people have shared their stories, ask them to list good and bad team behaviours they’ve seen. The final step is to ask them to select three good ones they believe will make the team successful and are committed to following. A shorter list that’s followed is better than a longer list forgotten.

KNOWLEDGE BITES

TEAM BEHAVIOUR VISUALIZATION TOOL: What guidelines will my team follow to be effective (e.g., everyone has a voice, discussion before escalation, share information)?

SUCCESS TIP

Asking people to share common scenarios where the behaviours would be evident provides them with a mental image to follow.

The Change on the Run: 44 Ways to Survive Workplace Uncertainty book is now available. Go to http://www.changeontherun.com or your favourite bookseller for more details.

#changemanagement #change #management #business #leadership #personaldevelopment #engagement #communication #podcasts #changeontherun

How to Engage Leaders During Change

 This post's podcast episode is available at Sounder, Apple Podcasts, Google Podcasts, Stitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.

DO THIS

Demonstrate how the change will further their agenda.

BY DOING THIS

–        Ask leaders how the project can support their agenda.

–        Suggest other ways it can do so.

–        Monitor and report progress on these things.

Leaders are primarily measured on their function’s objectives. This means their focus, energy and support weigh toward their own accountabilities.

The most effective way to engage leaders in supporting you is to align your project’s agenda with their functional objectives. This creates a win-win dynamic where leaders are motivated to support your project’s progress because it helps them achieve personal goals. They are more likely to believe in their analysis of possible connections, but you can complement their views with others they aren’t aware of. Keep these connections top-of-mind for leaders by providing them with frequent project updates in the format they prefer, highlighting how their functional agenda is being served through project advances. 

KNOWLEDGE BITES

GOAL ALIGNMENT CHART: How can I align my project outcomes with my leaders' functional priorities?

SUCCESS TIP

Speak with your leaders’ team members to understand their functional priorities and the language they use to describe them before holding alignment discussions.

The Change on the Run: 44 Ways to Survive Workplace Uncertainty book is now available. Go to http://www.changeontherun.com or your favourite bookseller for more details.

#changemanagement #change #management #business #leadership #leadershipdevelopment #transformation #projectmanagement #presentationskills #engagement #changeontherun