The first order of things to be changed is me, the leader. After I consider how hard it is to change myself, then I will understand the challenge of trying to change others. This is the ultimate test of leadership.
Last time we looked at ten strategies for creating a climate for change. Strategy #10 was "Give the People Ownership of the Change." We will explore methods of doing that in this lesson as we wrap up this chapter.
How to Offer Ownership of Change to Others
- Inform people in advance so they'll have time to think about the implications of the change and how it will affect them.
- Explain the overall objective of the change - the reasons for it and how and when it will occur.
- Show people how the change will benefit them. Be honest with the employees who may lose out as a result of the change. Alert them early and provide assistance to help them find another job, if necessary.
- Ask those who will be affected by the change to participate in all stages of the change process.
- Keep communication channels open. Provide opportunities for employees to discuss the change. Encourage questions, comments, and other feedback.
- Be flexible and adaptable throughout the change process. Admit mistakes and make changes where appropriate.
- Constantly demonstrate your belief in and commitment to the change. Indicate your confidence in their ability to implement the change.
- Provide enthusiasm, assistance, appreciation, and recognition to those implementing the change.
Not all change is improvement, but without change there can be no improvement.
"In the end, it is important to remember that we cannot become what we need to be by remaining what you are." - Max Dupree
It's a fact that when you're through changing, you're through!
It is never too late to change.
Make a choice today to change. And when change is successful, you will look back at it and call it growth.
Donald G Rosenbarger
Senior Vice President
Delta Companies Inc