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Managing Change

Written by Mitch McCrimmon

  • 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?

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