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Getting our People Committed To Change

Source | LinkedIn : By Rajan Babu

We all know  that turning round a business in this current VUCA world is difficult. Having the right strategy and good

organizational skills, plus a good product, simply aren’t enough these days.

We also need full commitment and dedication from a team that wholeheartedly believes in the forward-looking ideas of a leadership team they can really trust. Without that commitment and dedication we  will fall short of any long-lasting change we might want to bring into the business.

How can we get people to be totally with you in any change initiative you want to introduce? Here are few tips:

1) Agree the change or transformation journey

Get people to tell their fears and challenges concerning the changes we are planning. Then get them to agree what changes would be beneficial for all. This journey is then one that is looked forward to rather than resisted.

2) Be absolutely clear who is going to be involved, and how

We  need to deliberate, think carefully about the nature of the change we will be going through. That way, we will be provide benefits in terms of the way change is brought about and the extra motivation required for sustained implementation. So, we need a coherent involvement strategy for all who are going to be affected by the changes. Who will drive it? Who will strategize it? Who will implement it? Be clear on what the involvement will be from those who will be affected.

3) Model the desired changes we want/like to see

We can’t expect people to accept and drive change if  they don’t see us and our management team actively being involved, motivated by what the results will be, and dealing with challenges in a proactive way. Be the leader of change that all our people can follow, so they see the journey as one to be enjoyed as opposed to be endured.

4) Embed the change in everything we do

Looking back over our shoulder at how things used to be will only distract the momentum of change from our team. Resist the temptation to look at the change as painful. Get people trying out new ideas that link in with and support the changing way of working. Change will only become the norm if people recognize how much better things are as a result of the forward-thinking opportunities that will exist.

Commitment will not come easy from people, because there is always going to be the risks inherent in any change initiative. Build people’s hopes on a new future by discussing results that will come, not harping back on what used to be. That way, the level of involvement you can expect from our team will be voluntary, not forced.

Let’s Challenge the change and face it with commitment and dedication.

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