One of the more popular questions I’m asked is “How can I equip my team for change?” People typically don’t like change – especially when it’s forced on them. In fact, we tend to like only the changes we initiate. When change is forced upon us, we feel out of control or that we’re victims of our environment; being a victim never puts someone in the most resourceful state to make great things happen.
What if we stop looking at change as an event and start looking at change as an opportunity to be innovative?
[bctt tweet=”What if we stop looking at change as an event and start looking at change as an opportunity to be innovative?”]
As a leader, you drive change in a way that inspires your team and empowers them to take full advantage of the opportunities before them. Let’s look at three principles that can help you be more effective in driving change:
- Communicate the why: Talk about the “why” in much greater detail and much more frequently. If you consistently talk about performance and you talk about how you’re doing against your goals, the why should be an easy discussion. Help your team understand how this change can help further your progress towards meeting those goals.
- Make change the norm: Constantly talk about how you’re changing and frame it around the need to innovate. Recognize and celebrate breakthrough ideas. Recognize and celebrate new changes or new processes that lead to improved performance. Recognize and celebrate out of the box ideas that take your team to the next level. Make it the norm that your team is constantly changing – innovating – and change won’t seem so scary. [bctt tweet=”Make it the norm that your team is constantly changing – innovating – and change won’t seem so scary.”]
- Reframe the meaning of change: Don’t let change be about failure. Let change mean that you’re not going to settle for anything less than your team’s full potential. Let change mean continuing to explore new ways until you achieve the market share, the performance levels, or the value you know you are capable of. Rather than change being a negative event, reframe it to a positive process that helps your team reach new heights.
Change is difficult, but it’s most difficult when it’s forced upon us. These three principles can help you start to drive more innovation and embrace positive change. When your team starts to see change as a positive process, the next change that is forced upon them will be easier to reframe and you can start looking for the opportunities.