Managing and inspiring change

• Would you like your team to be more receptive to change?
• How receptive are you - that is, what example are you setting?
• Perhaps you stifle change without being aware of it?
• For example, are you quite critical of mistakes?
• Are you a worrier - fretting over the costs of inefficiency?
• Do you strongly advocate ''right first time'' - creating a fear of risk?
• Do you keep people in narrowly defined roles, stifling learning?
• Or do you promote constant learning, experimentation, role expansion, multi-skilling, diversification, learning from mistakes and thinking creatively?
• What major changes have you initiated yourself recently? Do you take risks, stand up for radical change, champion unpopular ideas, challenge the status quo, put your neck on the line?
• If you are not setting a strongly change orientated example, how can you expect your team to behave any differently?
• What are some specific actions you can take immediately that will set a better change orientated example for your team?
• What cultural factors within your team can you create that will encourage a greater receptivity to change?
• How can you coach and support team members so they will find change easier.
• Have you tried simply asking them questions like:
  • What do you see as the benefits of this change for you?
  • How might you implement this change?
  • How can you adapt this change to make it work in your area?
  • What obstacles do you see and how can you overcome them?
• Asking such questions kills two birds with one stone: it fosters buy in - they feel more ownership for the change and, secondly, by asking them for their input, you make them feel valued - something they may not be feeling if change appears to be imposed on them.
• What training can you offer them that will get them thinking more creatively about how they can initiate changes of their own?