George Kohlrieser, author of a new book, An Insider’s Guide to Outstanding Leadership, says “people naturally resist change” is a myth. Here’s what he has to say:
“People do not naturally resist change. They resist the pain of the change. They resist the fear of the unknown. Now, the brain naturally is going to seek—be curious, explore, do new things—and it actually creates new neurons. It’s how the brain thrives. But to do that, you have to feel safe. You have to be able to have your survival needs taken care of. So when you’re defensive, you can’t change. When you feel safe enough, then you go out and you want to explore. That’s what a leader has to do. A leader has to be able to give that trust, that sense of security, and then explosions of creativity will occur.”
How do you build trust with your employees, co-workers and clients? How do you make them feel safe and secure yet urge them toward the change you need them to make?
One way to help is to ask them to articulate how they see the change will affect them and what’s in it for them to successful maneuver through it. You might ask “I’m wondering how you see this change affecting you?” When they describe the change they anticipate, ask them “Why would you make that change? I know I’m asking you to make it, but, why do it?” You may need to help them explore what’s in it for them, but once they do, you can then ask, “Is there anything I can do to support you?”
Sometimes employees just need to hear from you that you understand what you are asking of them and what it is going to take for them to make the change, and that you appreciate their efforts in doing it. Remember it’s the perceived “pain” of the change, not the change itself that needs attention.
Try this approach the next time you need an employee to change/modify his/her behavior. Let us know how it works!
