Now that you have some potential solutions,…it's time to go looking for resistance.…While your lead team certainly has the ability to make the final decision, you…have a wonderful opportunity here to include…others, creating more buy in for the process.…This certainly includes members of the input team,…but may expand to others in the organization.…This is where you might hold focus…groups, with more key stakeholders, including resistors.…Or you might conduct an anonymous survey,…seeking input across the entire organization.…By giving various stakeholders the chance to provide input,…or even vote on the options, you'll gain valuable insight.…
And also allow important concerns to surface.…As you do this, start with transparency.…Share the team's work to date, discussing the brainstorming and evaluating process.…Describe who's been involved so far, so that people can…see the range of input you've sought, and announce the…options you've landed on and why.…Be clear that you're seeking their input because you value their thoughts…
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- Understanding resistance and the emotions of change
- Assessing the need for change
- Building your change team
- Evaluating solutions
- Announcing the change
- Implementing change that works
Skill Level Advanced
1. Understanding Change
2. Identifying the Need for Change
3. Building the Team
4. Designing the Change
5. Announcing the Initiative
6. Implementing and Maintaining the Change
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