Welcome back practicing leaders. Today, we'll be talking about the art of how do you convince people to change in this video? We're going to take some time to share powerful techniques to help you drive business success By influencing individuals to embrace change versus fight it. This is the practicing leader podcast I'm your host Parul Bhargava and let's discuss
Change is inevitable. You know the old saying The only constant is change, whether you're adopting new technology, taking care of a new process, revamping a workflow, convincing people to change their day to day routines can be quite a challenge. But you know what? Fear not. We got you covered. We got some effective techniques that you can use to try to help make this happen.
How do you convince people that they want to change? When it comes to convincing people to change, it all starts with clear communication. You need to articulate the benefits. Of the proposed change. How will it make work easier? How will it make it more efficient? How does that improve overall performance?
How does it decrease customer dissent? Or how does it increase employee satisfaction? Show them how this change that you're proposing aligns with their both their professional as well as their personal goals. Whenever anybody brings up change. It will often trigger either concerns or objections, and this is where it's important to address them head on.
Don't try to sweep them under the rug. Don't try to bypass them. Take the time to listen actively to each individual's perspectives as well as empathize with their worries. Provide a detailed accounting of what you're going to do, what information can you provide, and evidence of how this set of steps will alleviate their concerns.
Help them see the value in the change and how it'll mitigate potential risks. Success stories are a powerful tool when it comes to convincing hesitant individuals. While it may not work perfectly if this is the first time you're doing it, If you've done it before, lean on those success stories, share the examples of teams or individuals that have already embraced the proposed change, and experienced positive results.
These stories will serve as tangible evidence and inspire and motivate others to follow suit. You can do this by either doing a soft rollout, by rolling things out side by side, if you're trying to try and roll out a brand new change. Give people the opportunity to be able to observe success and be able to see how much it would be helpful to them as well.
As a practicing leader, it is crucial for you to be able to create a culture which values continuous learning and it's pivotal to be able to drive any sort of change. Encourage your people to explore new ideas, technologies, and processes. This will give them an opportunity to be able to be desensitized to the idea of change and then maybe be able to bring their ideas to the forefront, provide opportunities for training, workshops, knowledge sharing sessions, do whatever you can to be able to make it as easy for people to be able to learn and ask questions and be curious.
This not only prepares them for the change, but also instills a growth mindset within the organization. The next point here is about how do you include. The people that are involved in the process to be part of the decision making process of how you implement a new change by involving the people early on in decision making and planning stages, you get an opportunity to be able to seek input, hear their ideas, hear suggestions in order to be able to make the changes you want to make.
As crisp as possible, this participatory approach really increases the engagement and motivation to embrace the change. Overall. Now, you're thinking about how do you roll out the change? How do you go through through the different steps as you're doing? That support is crucial during the change process.
You need to provide the necessary resources, tools, training, and help individuals navigate the changes successfully. You can also offer coaching or mentorship or dedicated support channels to address any sort of challenges or questions that may arise along the way. By providing the right support at the right time, you empower individuals to be able to embrace the change with confidence.
Whether it be, hey, I'm going to set up a email alias, or I'm going to set up a Q& A session for every day the change is going to be rolled out. You Or whether or not you have dedicated time where you actually review things. With individuals and say, Hey, this process change is coming, giving people different avenues by which they can voice their feedback and give you more information and more signals about how the change is being accepted will make it easier for you to be able to make that change stick in the long term.
You're now rolled out the change. You're now going through and you're listening to the feedback. You're getting signals back from your customers, from the, from the different people that are part of the process. You need to make sure that you're doing a regular check in to be able to hear how things are going.
How are people reacting to the change and how people are adopting the change. This is where they can offer constructive feedback. You can recognize people's achievements. You can address any barriers or challenges that may have arisen as you've gone through and implementing this change. The ongoing feedback loop is going to be able to help you be able to create a continuous improvement cycle, and it helps keep everyone motivated.
And finally, as a practicing leader, your behavior will shape How everyone else looks at the change you're about to make. It has a significant impact on others. So, what you need to do is lead by example, show enthusiasm, show support, and make sure that you yourself are embracing the change. When individuals witness you having a positive attitude towards this and dedication to it, it will inspire them to follow suit.
And there you have it. Convincing people to change their day to day routines in a business setting requires thoughtful and strategic approaches. By communicating the benefits, addressing concerns, providing support, you can drive successful business changes wherever you may be. Remember, these changes will take time.
Don't expect it to happen overnight. Make sure that you've built into the time how you're going to roll these changes out, as well as how are you going to accept feedback that is eventually going to come in.