Tony Robbins said, “If you do what you’ve always done, you’ll get what you’ve always gotten.”
As a leader, it is necessary to create a culture where people anticipate the need for change and view it as something positive rather than something threatening. How does a leader create this type of culture?
Challenge: It begins with challenging your staff members to be a part of the change. Allow them to make suggestions and to feel as if they matter in the decision-making. When people feel that they have ownership in what happens to them, they are more apt to be willing to adapt to a new set of circumstances.
Hear: Take the time to hear the concerns the stakeholders have in the proposals for change. Listen to their resistance, hear the people who you really need to win over, and discover if there is any truth to their resistance.
Adopt: Adopt a systematic and quick response system to potential issues that occur during the change. In other words, address the issues as quickly and effectively as possible. The longer people have to mull over their apprehensions, the more resistant they become.
Negotiate: Negotiate trust among team members by being transparent. When your staff members feel that you are attempting to be honest in all that you do and you are not trying to sneak something by them, they will be more apt to what you are doing. When new plans and policies are kept hidden, fear begins to run rampant among staff members.
Give: Give more inspiration and less intimidation. There is an old system of leadership which is the Highway-or-My-Way approach. This is using intimidation to let your team members know if they don’t follow you, then they have no chance of being with your company. While there is a time when this might eventually have to occur with one or two employees who become adversaries to the culture you are trying to promote, overall this approach lends itself to a separation of you from the people you are trying to lead. On the other hand, when you inspire people, they are more likely to want to follow your lead. You make them feel better rather than feel threatened.
Evaluation: Evaluation is an interactive and continuous process. The only way that you know how to change and what your change is creating is through evaluation. When you consistently evaluate, you know where you’ve been, what you are doing that is good, what needs to be changed, and who or what needs to elevated or eliminated in your system.