Change comes about as a result of accepting what is, rather than a striving to be different (Beisser 1970).
This was the key idea I presented in the LinkedIn Pulse article, “3 Powerful Steps to Embrace the Change Paradox“.
For any team leader or manager wishing to facilitate positive change in an individual, team, group or organization, this presents a HUGE challenge.
Isn’t the whole point of Change to get people to do things differently?
In this post you will learn 6 powerful behaviors to help you bring out the BEST in others by accepting what they already do well.
THE HUMAN TOUCH
Here are the 3 steps as presented in the article, followed by 2 new behaviors for each step:
1. Create a safe and trusting environment where others feel free to be their true selves and are motivated to grow and develop.
- “Connect” – Get to know them on a human level (goals/ambitions & fears/concerns).
- “Acknowledge” – Show them that you value them at every opportunity!
2. Engage them in your vision (for positive change) and invite them to follow your lead, showing the benefits and addressing any fears along the way.
- Tell them how they can specifically help you realize your common vision (make it shared!).
- Lead the way and speak the truth, even when hard – respect if you do, toxic resentment later if you don’t.
3. Aim to understand their strengths and weaknesses, helping raise awareness and supporting them to develop when needed (and desired).
- Help them raise awareness through regular feedback exchanges (essential for your growth, too).
- Find out in what areas they’re motivated to develop and co-create a development plan – if you are open to their ideas they’ll be open to yours!
According to common Change Management knowledge, 70 % of Change Initiatives fail. Change is too often thrust upon people rather than asking for their involvement.
The key to implementing successful organizational change is to involve the workforce in the change from the very start, according to thought leaders at S & S.
Staying on the human side, these 3 steps and 6 supporting behaviors are powerful because they each lead with the human touch.
This build trusts – the key ingredient for successful collaboration, especially when change is involved!
So connect deeper with your relationships and start practicing the human touch in all your interactions.
See “Human Touch” for a personal story about the effects of this simple yet powerful skill.
For my face-to-face or virtual support implementing these steps, go here.
How do you help facilitate positive change? What do you see as the key ingredients for success? What’s missing from my steps that is essential for you?
[…] For more tips & strategies to MAKE CHANGE STICK in your team, see 6 Powerful Behaviors to Facilitate Positive Change. […]
Yes, straight talk is always best. Thanks, Frank!
Great approach Tim and good guidance how to deal with change and what to consider as change is challenge for all parties involved.
I experienced that on the one side the human touch is quite often underestimated and on the other side people can stand the truth, even when hard – so tell them.
Hi Frank,
I wanted to ask you how you’re coming with finding that balance between “the human touch” and straight talk?
Maggie, Steven, thanks for your encouraging comments.
Maggie, I love your recasting – it takes away the distance between participants and facilitator and makes the Field interconnected! Thank you.
Great insights, succintly put, Tim.
The number one blockage to fast implementation is getting the support of managers and employees to support. Your insights show how important it is to connect with people who are carrying out the change plans.
Great tips Tim and I’d like to add to them if I may and tip the balance towards us and we (I-thou) and away from I and them (I-it).
1: Create a safe and trusting environment where all feel free to be their true selves and are motivated to grow and develop.
“Connect” – Get to know each other on a human level (goals/ambitions & fears/concerns).
“Acknowledge” – Value each other at every opportunity!
2. Engage in real dialogue about the vision (for positive change) enabling everyone to understand/experience the benefits and express their hopes and fears along the way.
Create opportunities for all to take part in realising the vision.
Speak the truth and actively seek honest feedback, even when hard – true dialogue is more powerful than discussion/debate.
3. Understand your others strengths and weaknesses, helping raise awareness and supporting each other to develop when needed (and desired). Help raise awareness through regular feedback exchanges.
Find out in what areas thinking together to co-create a development plan will be more powerful than thinning separately..
I’d be interested in your thoughts on my recasting.
Love your recasting, thanks Maggie!