{"id":23147,"date":"2021-02-03T16:36:14","date_gmt":"2021-02-03T16:36:14","guid":{"rendered":"https:\/\/spanishchamber.co.uk\/?p=23147"},"modified":"2021-02-03T16:36:33","modified_gmt":"2021-02-03T16:36:33","slug":"blog-post-use-a-high-inclusive-approach-when-leading-change","status":"publish","type":"post","link":"https:\/\/spanishchamber.co.uk\/es\/2021\/02\/03\/blog-post-use-a-high-inclusive-approach-when-leading-change\/","title":{"rendered":"BLOG POST | Use a High Inclusive Approach When Leading Change"},"content":{"rendered":"

\u201cWhat will social distancing look like for us?\u201d \u201cWho have you consulted with?\u201d \u201cHow will our performance goals be adjusted?\u201d \u201cWhat if I don’t have access to childcare?\u201d \u201cWhat precautions have been put in place to make sure it’s safe to return to work?\u201d<\/span>\u00a0<\/span><\/p>\n

These are just some of the questions leaders like you need to be prepared for as they consider how they are going to re-open their businesses.<\/span>\u00a0<\/span><\/p>\n

The biggest mistake leaders can make is to assume that everyone in the organization is as far along the change process as they\u00a0are<\/span><\/b>. It\u2019s easy to forget that while the senior leadership team has been reviewing the data and having planning meetings, the same isn\u2019t true for the rest of the employees.<\/span>\u00a0<\/span><\/p>\n

When talking about change, we say\u00a0 that people have five predictable stages of concern\u2014and corresponding questions\u2014when evaluating a change and going through transition: information concerns, personal concerns, and implementation concerns followed by impact concerns and refinement concerns.<\/span>\u00a0<\/span><\/p>\n

When the senior leadership team begins asking people to come back to work, it\u2019s important to allow time to address people\u2019s first three stages of concern. These are the stages that leaders often bypass or don’t spend much time on, mainly because they personally have already worked through them over many weeks of discussions. Because they’ve done it, they mistakenly underestimate the time that others will need to process the same concerns. During change, leaders need to meet folks where they are.\u00a0So\u00a0people\u2019s information, personal, and implementation concerns about change are critical for leaders to address right away.<\/span>\u00a0<\/span><\/p>\n

One of the worst things a leader can do is initiate a change without first addressing people\u2019s concerns<\/span><\/b>. Pushing ahead for the sake of expediency causes people to think \u2018My manager hasn\u2019t thought about me at all in this. They haven’t thought about how this is going to impact me.\u2019 On the other hand, when leaders talk about those concerns, people think \u2018My manager cares about my concerns\u2014and about me.\u2019<\/span>\u00a0<\/span><\/p>\n

Leaders have a tendency to want to move fast during change, often by using a top-down approach. While they can make decisions quickly using that approach, it’s likely to slow down or possibly derail implementation of the change because they won\u2019t have the commitment level from people in the company.\u00a0<\/span>At best, they\u2019ll have compliance, which won\u2019t be enough in the long term<\/span><\/b>. But if leaders slow down a little bit on the front end by involving more people, giving them a voice in the process, and getting dialogue going, the change implementation will move faster and results will come sooner.<\/span>\u00a0<\/span><\/p>\n

Even though\u00a0<\/span>everyone needs to be involved in the process, that doesn\u2019t mean everyone’s going to have a vote. There is a difference between having a voice and having a vote<\/span><\/b>. While few organizations would allow employees a vote in the change process, all organizations have an opportunity to give people a voice. And that voice goes a long way in lowering people’s resistance to the change. Just knowing that the leaders initiating the change are taking input from a lot of different sources and\u00a0<\/span>different people goes a long way. People see it as more of a smart process and are better able to understand the rationale for the decisions being made.\u201d<\/span>\u00a0<\/span><\/p>\n

We need\u00a0to\u00a0 emphasize\u00a0that\u00a0<\/span>change is a process done best with people, not to people<\/span><\/b>. Many researchers show how the most change-adaptive organizations rely on their workforce\u2014not just their executives\u2014to lead change.<\/span>\u00a0<\/span><\/p>\n

It is about leading the transition (internal emotions) first and not the change (external to the individual) .<\/span><\/b>\u00a0<\/span><\/p>\n

Change works fast when you’ve won over people’s hearts and minds<\/span><\/b>.<\/span>\u00a0<\/span><\/p>\n

Change leadership teams that encourage open and honest communication have far better results than those that don’t. It\u2019s the free-flowing sharing of information and being in a dialogue, not a monologue, that is key.<\/span>\u00a0<\/span><\/p>\n

\u201cGartner\u2019s research shows that a high involvement strategy improves engagement, retention, and\u00a0<\/span>ultimately implementation speed by up to 33%.<\/span><\/b>\u00a0So\u00a0people are more highly engaged, there\u2019s a greater likelihood they will stay with the organization, and the implementation will happen faster.<\/span>\u00a0<\/span><\/p>\n

For organizations looking to improve their readiness for a short-term change initiative and a long-term change-ready organization, it is highly important to improving leaders\u2019 change readiness skills\u2014through training, consulting, or coaching.\u00a0<\/span>\u00a0<\/span><\/p>\n

In every case, leaders must be educated on people\u2019s predictable stages of concern and on communication skills for addressing each stage effectively.<\/span>\u00a0<\/span><\/p>\n

Get the paper and questions for each stage\u00a0<\/span>of the transition\u00a0<\/span>HERE<\/span><\/a>\u00a0<\/span><\/p>\n

As partner of the Spanish Chamber of Commerce I am pleased to offer you my member\u00b4s rate with a 25 % OFF! Book<\/span>\u00a0<\/span><\/b>HERE<\/span><\/b><\/a>\u00a0<\/span><\/b>using CODE<\/span>\u00a0<\/span><\/b>SPMEMBER<\/span><\/b>\u00a0<\/span><\/p>\n

Need to talk<\/span><\/b>?\u00a0<\/span><\/b>Book<\/span><\/b><\/a>\u00a0a 30 min free consultation\u00a0<\/span><\/b>with\u00a0<\/span>me and<\/span>\u00a0let\u2019s talk about how\u00a0<\/span>I can<\/span>\u00a0support you or your organisation.<\/span>\u00a0<\/span><\/p>\n

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\u201cWhat will social distancing look like for us?\u201d \u201cWho have you consulted with?\u201d \u201cHow will our performance goals be adjusted?\u201d \u201cWhat if I don’t have access to childcare?\u201d \u201cWhat precautions have been put in place to make sure it’s safe to return to work?\u201d\u00a0 These are just some of the questions leaders like you need […]<\/p>\n","protected":false},"author":75,"featured_media":23148,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[48],"tags":[],"_links":{"self":[{"href":"https:\/\/spanishchamber.co.uk\/es\/wp-json\/wp\/v2\/posts\/23147"}],"collection":[{"href":"https:\/\/spanishchamber.co.uk\/es\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/spanishchamber.co.uk\/es\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/spanishchamber.co.uk\/es\/wp-json\/wp\/v2\/users\/75"}],"replies":[{"embeddable":true,"href":"https:\/\/spanishchamber.co.uk\/es\/wp-json\/wp\/v2\/comments?post=23147"}],"version-history":[{"count":0,"href":"https:\/\/spanishchamber.co.uk\/es\/wp-json\/wp\/v2\/posts\/23147\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/spanishchamber.co.uk\/es\/wp-json\/wp\/v2\/media\/23148"}],"wp:attachment":[{"href":"https:\/\/spanishchamber.co.uk\/es\/wp-json\/wp\/v2\/media?parent=23147"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/spanishchamber.co.uk\/es\/wp-json\/wp\/v2\/categories?post=23147"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/spanishchamber.co.uk\/es\/wp-json\/wp\/v2\/tags?post=23147"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}