I’ve worked with many leaders across many different countries and a lot of them feel that the change is a logical process and approach it in that way.
They have conversations with team members: they talk about the future they want to achieve and describe how it looks. They talk about what’s better and different for them.
However, when they start to implement the change management process, they realize that the results are usually not what they have planned for.
Sometimes there are resistance, inertia, and frustrations.
I’d like to suggest to you a statement that will provoke your thoughts.
“Change is a lot more emotional than you think it is”.
Let me explain: When leaders communicate change, they also need to explore what this change means for the individual, not just for the organization. They need to invoke the positive feelings that should be derived once they are successful in the change.
They could make statements that help individuals realize that the changes will help them do things at a higher value.
They could explore how the new future will set them free to do what makes them happy.
Leaders can also ask team members to imagine what would happen if these changes will enable them to accomplish their work at the highest level and create fantastic results for their stakeholders?
They can also explore: “What’s better in this new future?“
They can also ask another emotional question, “What difference we will it make for them and us?”
The answers you will get will usually be a sense of fulfillment, gratitude, self-worth, and happiness, especially when the staff is serving at the highest level.
Conclusion:
In an organization, change is always happening. As a leader, you will need to build a logical case for change but don’t just stop there. Focus on how the people in your organization will feel and make an impact when this change has been successful for them.
