You're a leader - you're ahead of the pack with an idea, a solution, or strategy for organizational success. You're eager as hell to make it happen. Great! Now, how to get everyone on the team ready for change and commitment to the new strategy or solutions?
Leading others toward buy-in is usually more difficult then coming up with the solution.
How do we move a group who is stuck or unwilling to change?
For Myself. . .
I accept change quickly. My natural behavior is solution oriented and I'm comfortable in antagonistic environments, so I usually burn through my own resistance rapidly. In fact, lack of change bores the hell out of me!
Each of us warms up to change differently, based on behavior, values, and life experience. Dealing with other people's resistance to change is challenging.
My leadership challenge is to help people adapt to change in a way that has integrity with their behavior and values. The pace of other's change is rarely fast enough for me. I want to bull-doze their resistance! But when I push, sell, or intervene too intensely most of the team gets more cemented, less flexible, and less motivated for forward movement into the unknown.
How do we, as leaders, honor resistance in the warm-up process to change? This is a topic I will explore with you in the coming days and weeks. For today:
Ask Yourself. . .
How am I dealing with team resistance?
Is it working?
How can I help the team shift in a way that honors the core values of the individual and company?
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