When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.
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.
TEAM BENEFITS WORKSHOP: How will the change benefit a team and its members?
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.
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