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BK Blog Post
Posted by Bill Treasurer, Chief Encouragement Officer, Giant Leap Consulting, Inc..
Bill Treasurer is founder and Chief Encourager at Giant Leap Consulting (GLC), a Courage Building company that helps people and organizations live more courageously. Bill is the author of numerous books on leadership and courage.
Great leaders are able to ignite change in their organizations and effectively combat the resistance that often keeps changes from being implemented. Though resistance is a natural and inevitable part of the change process, it still gets in the way. What follows are some ways to help people embrace change more fully.
People don’t resist change, they resist loss. Here are some losses that will prompt change resistance:
Loss of Control: Change is often “imposed” from the top. People feel that they have little choice (i.e. control) but to accept the change. Getting people’s input early on when the change is being contemplated will mitigate the loss of control.
Loss of Competency: People know how to navigate “Point A.” It is known and familiar. “Point B” will require new skills, which means that – for a little while – people will feel incompetent. Training must support change.
Loss of Relationships: Organizational changes often impact reporting structures. “Re-orgs” almost always impact or disrupt the network of existing relationships.
Loss of Security: When the path to success changes, people become insecure about their future. People need to see how embracing the changes will provide them with stability.
Below are 6 powerful strategies for leading your team to implement positive changes:
As Charles Darwin said, “It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.” By helping your organization to change for the better, you will be laying the groundwork for future changes and greater success.