One of the primary reasons why change efforts fail is because leaders do not consider change from an employee’s perspective. If you’re considering a change initiative in your organization, make sure that you take into account the six predictable concerns that people have when they are asked to change. By addressing these concerns early, you can reduce resistance and build momentum for moving ahead.
1. Information Concerns—What is the change and why is it needed? Make sure that you’re telling instead of selling at this early stage. People want direct, honest answers instead of being “sold” on the change and why they should accept it.
2. Personal Concerns—How will the change impact me personally? Leaders need to create an atmosphere of trust and genuine concern for how the change will impact people personally.
3. Implementation Concerns—Once their first two concerns are out of the way (and not before) people are ready to hear about the details of the change process.
4. Impact Concerns—At this stage people want to know about the impact that the change is having.
5. Collaboration Concerns—Once people understand the benefits of the change, they are ready to spread the word and encourage others. At this stage, leaders need to shift roles and allow others to run with the ball.
6. Refinement Concerns—With the first stage of change successfully implemented, your role at this point is to encourage refinement and support further innovation.
Change happens one person at a time. By taking the time to address the concerns that people naturally have when they are asked to change, leaders can surface these issues before they occur. Is your organization ready for change? Take our Change Readiness Quiz and find out where you stand. (Please note that one-time registration at The Ken Blanchard Companies web site is required to see results.)