Wednesday 4 November 2015

Using tension and hope to lead change

I like the model below courtesy of Bri Williams in this post of hers.

I much prefer lead to drive.

These 3 standard scenarios are always at play with change initiatives:

1) People who feel proposed changes will benefit them embrace change.
2) People feeling unsure about whether changes will benefit them sit on the fence.
3) People who feel change won't benefit them resist change.

The key to each scenario is how people feel about change.

To guarantee you'll succeed in the change/s you lead I highly recommend addressing people's feelings first and always.

Be remarkable.

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