How to Implement Change

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Are you able to speak the language of change - or is the power of tradition holding your team or organization back? If you’re surrounded by people stuck in the “we’ve always done it this way” mentality, Phil Cooke www.philcooke.com/ offers insight to overcome their objections and move them toward your change initiative.
Although there is power in tradition and traditions do matter, we need to remind ourselves that traditions are reminders, not destinations. People change, styles change, technology changes. If we don’t speak the language of that change, we won’t reach this generation or the next.
Wired Magazine reports that the average phone app updates every 30 days. In this digital age, our lives are in constant transition. If you’re struggling with your team accepting new ideas, it’s important to understand what’s behind their hesitation. Knowing why people resist change is half the battle to help them embrace the new.
Leaders - here are four key reasons why people don’t change.
If you can understand these, you can help bring your team or organization to a new level of effectiveness in our constantly changing world.
1. Self interest
People resist change because change imposes on their territory. If you’re trying to implement change, you’ve got to address this question of self-interest, the question of “What’s in it for me?” Address the issue of how this change impacts them personally and change will be embraced more easily.
2. Misunderstanding or lack of trust
About 77% of emails are misunderstood! A good leader will recognize this and go out of their way to help their team understand the issues at stake and why change is necessary. Explain it well for a smoother transition.
3. Differing ways of assessing
Everyone has a different vantage point, a different way of assessing change. It’s worth taking the time to understand the different list of priorities guiding people in their work roles. Smart leaders ask questions and take this into consideration before making major change.
4. A lack of confidence in the decision-making process
Your team may not feel all the relevant information has been included in the change making process - or they may not trust the person in charge of implementing the change. The key here is to be sure they’re involved in the process.
Help them understand the importance in the changes and get them involved early. A sense of ownership will help them more readily jump on board as new ideas are implemented.
As you lead your team or organization, it’s important to recognize areas of resistance to change in your own life. What changes are you fighting in our own life? Are you stuck in a rut? Always be open to change.
Remember, change is coming whether we like it or not. The quicker you are to embrace change - and the more you know how to get other people on board with new ideas, the better you’ll be in position for what’s next. - Phil Cooke
Find out how to get “Unique: The Ultimate Planner for Creative Professionals” and “Jolt” by Phil Cooke here: www.philcooke.com/store/
For more tips on leadership and a free eBook on Creativity, visit Phil’s blog at www.philcooke.com
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