Getting Other People to Change
"I get by with a little help from my friends." The words wafted
out of my car radio as I was listening to golden oldies.
It got me thinking about what we really need as we're challenged to change
the way we work and how we work together.
It's what we need when we're making changes, expecting ourselves and
others to be more than what we have been, expecting our employees to
respond. A little help from our friends.
Changing how we do work is quicker and more effective when we work
together to make change happen.
Use these five steps when you need to change...or need to ask someone else
to change:
1. Get the big picture. George Bush, the father, discounted even the idea
of having a vision. But you need to know what will be different after the
change. Exactly what are you trying to do, to change? What will be
different? What will the "new world order" look like? If you
don't know, or can't describe what you want, you won't be able to get
others to share your vision, or go along with your plans.
2. Start sooner rather than later. People hate surprises when it comes to
their jobs, their responsibilities and what they're being held accountable
for. By starting sooner, including others in the planning and the decision
making, you'll avert lots of hassles and uncooperative behavior later. Ask
for input, don't tell others what they have to do. You'll just increase
their resistance.
3. Listen...at least twice as much as you talk. For those of us with big
control issues...this is really hard. We know better than anyone else the
best way things should be done. So we get into telling, and then are
surprised when folks don't do what we tell them to do. Just because it
works great for you, doesn't mean it will for others. More often than not,
the process experts are the front line folks. Listen to their input, their
experiences. Even if later you don't incorporate everything they said,
they'll be more likely to cooperate because they've been heard.
4. Keep the focus on what's right not who's right. Even the lowest person
on the totem pole, or your least favorite employee, can come up with super
ideas. Beware of letting your personal preferences or feelings about
people cloud your judgment of their ideas. Don't sacrifice your project,
and your reputation, by choosing the person rather than the solution.
5. Be visible. Paradoxically this is as important as listening. There
comes a time when the person in charge (read manager) has to make a
decision, stick the stake in the ground and lead the charge. If you've
done your work up to this point: setting the vision, starting early and
listening to all the constituencies, people will be ready to come to a
decision and take action. The buck stops here...at your desk. You're the
manager. You must take charge and be responsible for making things happen.
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500 words
Since 1986, Patricia Wiklund, Ph.D. has helped some of America's largest, and smallest, organizations resolve expensive and troublesome people problems and conflicts by leveraging the strategic power of soft skills®. A former mental health professional, she is as comfortable on the front line, as on the shop floor, or in the corporate executive suite, and also works effectively in government and educational settings. Call her today at 415 641-5997, or email her at pat@patwiklund.com to discuss how she can help you put your people and organizations back on track.
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