To Lead Change, Communicate With People Not To Them
I recently had a prospective client ask me how I would create a communication plan that would convince people to support a change. My response was that any communication plan should focus on communicating with people, not to them.
As Peter Bregman writes in his book, Point B: A Short Guide to Leading Big Change, providing information is important in any change. But, he writes, “tell & sell” isn’t enough. Real change happens when every person impacted is actively engaged in the process of change – to the point where they become owners – not targets of the change.
Just last week, Melissa Dutmers of RiverFork Consulting posted 9 questions to ask when leading a change:
1. What do you think about this change?
2. How do you feel about this change?
3. What do you see your role as in this change?
4. What is your opinion about this change?
5. What is your experience with this type of change?
6. What are you working on and how will you be impacted by this change?
7. What are your ideas about this change?
8. Would you change anything about this change?
9. Why do you think this change is needed (or not)?
Her readers added their own suggestions, including:
- What are you already doing in your day to day work that supports the change?
- What areas do you feel will be a challenge for you to adjust?
- How can I support you?
- What’s most important to you about the change?
- How will this proposed change be different from past changes in this organization?
Great advice from people who know that the job of a change leader is to educate, engage, and empower others.
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