Strategies For Leading Through Change with Confidence
“Hey Karin, I need some help leading through change. My team LOVES doing things the WAY THEY’VE ALWAYS DONE THEM. And I’m trying to get them to embrace some new technology. To do things just a little bit differently. But they are comfortable where they are. What should I do? #AskingforaFriend
Embracing Curiosity as a Catalyst for Change
Your Curiosity Powerful Phrases are a great start here. You can’t go wrong with your curiosity G.O.A.T.s. You can download a FREE G.O.A.T. Job Aid at our Conflict and Collaboration Resource Center.
“I’m curious how this looks from your perspective?”
“How can I best support you right now?”
Or try these.
“I’m really curious, what is your biggest concern about this change?”
“What would your work day look like if we were to adopt this change? What are you afraid of losing?”
How to Use a Force Field Analysis Technique to Lead Through Change
When helping a team adapt to change, another tried and true technique is a Force Field Analysis (Kurt Lewin). Invite your team to consider all the driving forces that would make it easier to adapt to change. And then have them consider the restraining forces that would make it hard.
The magic in the conversation is the “how can we….” brainstorming. How can we leverage the driving forces and work to mitigate the restraining forces.
Step 1: Define the Change
Describe the change. Clearly articulate what you want to achieve. This step sets the stage for the analysis and helps ensure everyone involved understands the goal.
Step 2: Brainstorm Forces
Split the team into smaller groups, if necessary, and brainstorm the forces driving change (positive forces) and those resisting change (negative forces). Encourage open and honest discussion to identify as many factors as possible.
Step 3: List Forces
On a whiteboard or large piece of paper, draw a line down the middle to create two columns. Label one side “Driving Forces” and the other “Restraining Forces”. List all the forces identified during the brainstorming session in the appropriate columns.
Step 4: Prioritize and Score Forces (Optional)
Assign a score to each force based on its strength or impact on the change. This can be a simple scale from 1 (weak) to 5 (strong). This helps to visualize which factors are most significant and which might be easier to address.
Step 5: Analyze and Discuss
With the team, discuss the forces listed. Consider how the driving forces can be strengthened or how the restraining forces can be weakened. This discussion should aim to find actionable strategies to increase the likelihood of successful change.
Step 6: Develop Action Plans
Based on the analysis, develop strategies or action plans to enhance the driving forces and reduce the effects of the restraining forces. Assign responsibilities and timelines to ensure these actions are implemented effectively.
Celebrating Progress: The Power of Recognizing Small Victories
Finally, recognizing and celebrating every small victory is vital. It reinforces positive behavior and shows that the organization values adaptability and improvement.
So, what can you add to this approach? Whether it’s a personal anecdote of a change you’ve championed or a unique technique that worked wonders, sharing these experiences can provide others with the tools and inspiration they need to lead their teams to success.
Leading through change is about more than just introducing new policies or technologies; it’s about nurturing a culture that embraces change. It’s about leveraging curiosity to foster an environment of continuous learning and growth.
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