7 Things Leaders Do to Help People Change

Managing change is one of most critical matter in an organization.

Everyone did not like a change, especially dramatic change.

People tends to stay on comfort zone. Basically, they want a clear path and clear purposes on every activity. Then, we can use it for managing change.

Leader is a great person for leading change.

They need a leader to:

1. Push changing.

Leader show that changing is good. Change need to push and pull from routine path. Like a good parent, they need to show to a children, a good habit in everyday activity at home.

2. Show a clear goals.

Peoples need a clear path, show certainty, show something that they can predict in future. Like a parent to ask children that saving money is a good habit. Their parent must show it not talk that they want it to.

3. Deep trust.

People need trust from Leader. They need someone who can trust that the change is good, can led them to better future.

4. Set a new priority and out from old line.

After peoples understand changing, they need leader to show them new priority, to show them that old path has been change.

E.g. A parent has a children who has a bad habit.This kid always spent money without thinking to saving.

When his mother ask him why, the answer is because of his family is rich and see his father do the same things.

Then mother analyst the root of cause, see the problem, see a clear goal of her purpuses, create a plan to change her kid for one year, then discuss with her husband about this plan.

At first, her husband doesn’t like the idea. It would “kill” him also. He could not spent as much as before and it disaster for him also.

She discuss that this idea is good, would give the family enough space for investment, fund saving, their children education plan, and pension plan.

Husband understand but he said that need a time to change.

Wife agree and they said a target for one year, for both father and son.

As a reward, next year after, they would spent a half of this saving to go for vacation.

Month 1-3 were a “hell” for husband and son. Sometimes they break the rules, but wife understand. She show how to good saving. These month, they can only saving 20% from target.

Month 4-6 were a transition time. Husband and son, slowly but sure, show a good progress. They can saving 40% from target. Wife still understand and always support them to change. Give a daily and small clues to help them on saving.

Month 7-9 were a great progress with 75% saving from target.

Month 10-12 were a perfect progress, they can saving 100%.

After a year, a total saving was USD 10,000. They agree to use USD 5000 to go vacation to Bali, a God island, for a week!.

I bet most reader asking that USD 5000 could afford them for a vacation from USA into Bali? Yes, they can.

1. They already buy a ticket one year before, as same as they start a saving program. It would save them 70%.

2. They call the hotel and car rental a long time ago and asking a good price, discount, and other promotion. They found that the hotel and car rental has a promotion for everyone who can be their online marketing and grab follower/potential customers as big as they can. This situation made them a saving for 70%.

On this stage, they already got a saving for 70%.

You can read other article for managing change, as follow.

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1. Inspiring others. There are two common approaches that most of us default to when trying to motivate others to change. Broadly, we could label them “Push” and “Pull.” Some people intuitively push others, forcefully telling them they need to change, providing frequent reminders and sometimes following these steps with a warning about consequences if they don’t change. This is the classic “hand in your back” approach to motivating change. (We noted earlier that classic “Push” doesn’t work well.)The alternative approach is “Pull,” which we can employ in a variety of ways. These include working with the individual to set an aspirational goal, exploring alternative avenues to reach an objective, and seeking other’s ideas for the best methods to use going forward. This approach works best when you begin by identifying what the other person wants to achieve and making the link between that goal and the change you’re proposing. Inspiring leaders understand the need for making an emotional connection with colleagues. They want to provoke a sense of desire rather than fear. Another approach in many work situations is to make a compelling, rational connection with the individual in which we explain the logic for the change we want them to make.

2. Noticing problems. Lots of management advice focuses on the need for individuals to become better problem solvers; but there is an important step that comes even earlier. It is the ability to recognize problems (to see situations where change is needed and to anticipate potential snares in advance).

For example, in one company we worked with, it was common to hear people being praised for their heroic crisis management skills – rescuing projects on the brink of failure, or getting a delayed product to a client just in time. A new manager recognized this pattern as a serious problem. She correctly saw it not as a sign of hard work, but as a symptom of a broken process.

3. Providing a clear goal. The farmer attempting to plow straight furrows selects a point in the distance and then constantly aims in that direction. Change initiatives work best when everyone’s sight is fixed on the same goal. Therefore, the most productive discussions about any change being proposed are those that start with the strategy that it serves.

4. Challenging standard approaches. Successful change efforts often require leaders to challenge standard approaches and find ways to maneuver around old practices and policies – even sacred cows. Leaders who excel at driving change will challenge even the rules that seem carved in stone.   

5. Building trust in your judgment. This is both about actually improving your judgment, and improving others’ perceptions of it. Good leaders make decisions carefully after collecting data from multiple sources and seeking opinions from those whom they know will have differing views. They recognize that asking others for advice is evidence of their confidence and strength, not a sign of weakness. Because of their ability to build trust in the decisions they make, their ability to change the organization skyrockets. If others do not trust your judgment it will be difficult to get them to make the changes you want them to make.

6. Having courage. Aristotle said, “You will never do anything in this world without courage. It is the greatest quality of the mind next to honor.” Indeed, every initiative you begin as a leader, every new hire you make, every change in process you implement, every new product idea you pursue, every reorganization you implement, every speech you deliver, every conversation in which you give difficult feedback to a colleague, and every investment in a new piece of equipment requires courage. The need for courage covers many realms.We sometimes hear people say, “Oh, I’m not comfortable doing that.” Our observation is that a great deal of what leaders do, and especially their change efforts, demands willingness to live in discomfort.

7. Making change a top priority. One of Newton’s Laws of Thermodynamics was that a body at rest tends to stay at rest. Slowing down, stopping, and staying at rest does not require effort. It happens very naturally. Many change efforts are not successful because they become one of a hundred priorities. To make a change effort successful you need to clear away the competing priorities and shine a spotlight on this one change effort. Leaders who do this well have a daily focus on the change effort, track its progress carefully and encourage others.

Becoming a change enabler will benefit every aspect of your life, both at home and in business. It will even help you to change yourself.

Source

http://www.ceo.com/flink/?lnk=https%3A%2F%2Fhbr.org%2F2015%2F07%2F7-things-leaders-do-to-help-people-change&id=328892

Author Jack Zenger and Joseph Folkman, on July 20, 2015

Access on 21 July 2015

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100 thoughts on “7 Things Leaders Do to Help People Change

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