Wearing people down and trying to win the battle of persuasion through a verbal mortar round is not an effective strategy to gaining buy-in from your team. Change is difficult for even the most seasoned of workers. Leading your people down a new path or towards a BHAG can be a smooth paved road or a bumpy rivet ridden dirt path.
Support your position. Provide facts, figures and point to examples of success. Artfully articulate the why behind what you are doing as well as the potential payoff when success is realized.
Check in frequently with questions that close the loop. It isn’t’ enough to paint the vision and then leave the gallery. Come back often to check-in on what is working and what needs refinement. Ask the questions that will close the loop on anything that might have been vague or open to interpretation.
Step back and listen. Listen to how the change has impacted your staff’s ability to deliver. Is this making their job harder or is it causing client satisfaction to wane? Listen with the intent of truly understanding what is going on. Don’t listen to respond on why they need to push through it.
Knowing when to shut up, observe and listen to your staff after you have decided to move forward with change will make the transition easier for all involved. It will also greatly improve the chances of success.
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