Question

Create a two-page mini pragmatic change plan: imagine you have to introduce a new dress code in your team e.g.(white shirt policy). People so far have had no expectations set as per their dressing, some feel awkward and surprised. You are in charge as a leader to introduce and implement this change. For example:

• How can you encourage your team to go through the change?
• How can you make change fearless, how can you create clarity, how can you encourage buy-in?
• How will you mitigate risks and reduce resistance?
• How do you work along the change curve, as a leader?

Answer 1

It was Hercalitus who said, " Nothing is permanent except change ". Suppose if i lead a team that is going through some changes, then here are the five ways to keep the team members motivated :

■ Understand that everyone is different. One size does not fit all.

■ Use different communication methods

■ Block out time for team building activity during change.

■ Know who your influencers are.

■ Recognise that not everyone will be cheerleader and that's okay.

● The opportunity for clarification was glaring. The consequences of confusion were significant. I owed it to myself and the others in the group to create clarity. I have a passion for clarity and it fuels my self-confidence.There are certain ways that i have follows:

1. When you are clear about what is most important and what isn't.

2. When you are clear about exactly what you want to accomplish.

3. When you are clear about your strengths and weaknesses.

4. When we are clear about risks and what can go wrong, we can:

• avoid the anger and personal reprisals we unleash on ourselves when we are blindsided.

• take prudent risks with confidence.

• be prepared with preventive and contingent actions.

■ Three ways that i would follow to encourage buy-in:

1. Ask " so what ?"

2. Focus on stakeholder management

3. Most easy way is " Just listen ".

■ There are certain ways to reduce resistance to change :

1. Be timely

2. The need for change

3. Analysing the past

4. Watch for staff reaction.

5. Involvement

6. Communication

7. Use social media

● When changes occur, we are moving outside of our comfort zone and sometimes even having to rewrite the rule book as we go. In an organisation, change is no less scary, but there are individuals who, at least in theory, are there to help support others through the process by dealing with change appropriately themselves. There are six ways that i have follow which were followed by highly effective leaders deal with change.

1. A positive attitude

2. Flexibility

3. Accountability

4. Forward thinking

5. Empathy and compassion

☆ Personality underpins how people will respond to change. So understanding the differences in personalities allows leaders, managers and coaches to predict how different personality types are likely to respond to a situation or change, and then to deploy the correct leadership or coaching style in order to smooth the transition from resistance to acceptance. This approach works equally well for individuals, teams and organisations.