Widerstand gegen Veränderungen ist natürlich, aber wenn Sie Ihr Team in die Entscheidungsfindung einbeziehen, können Skeptiker zu Champions werden. Hier sind Strategien, um das Engagement zu fördern:
- Bitten Sie aktiv um Feedback. Bitten Sie um Input zu neuen Initiativen und berücksichtigen Sie die Perspektiven Ihres Teams.
- Implementieren Sie eine transparente Kommunikation. Halten Sie alle darüber auf dem Laufenden, warum die Änderungen dahinter stecken und wie sie sich darauf auswirken werden.
- Bieten Sie Schulungsmöglichkeiten an. Helfen Sie Ihrem Team, sich anzupassen, indem Sie Ressourcen und Lernsitzungen zu neuen Prozessen oder Tools bereitstellen.
Wie sind Sie erfolgreich mit Widerständen gegen Veränderungen umgegangen? Teilen Sie Ihre Erfahrungen.
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Abdullah AlQarawe, EMBA, Prosci®
𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 | 𝐏𝐞𝐨𝐩𝐥𝐞 𝐀𝐧𝐚𝐥𝐲𝐭𝐢𝐜𝐬 | 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧
In a previous project, my team was resistant to a significant process change. To overcome this, I involved them in the decision-making process by actively seeking their feedback on the proposed changes. I organized a series of meetings where everyone could voice their concerns and suggest improvements. By implementing some of their ideas and keeping communication transparent, the team felt more invested in the change. Additionally, I provided training to help them adapt to the new processes. This approach turned initial skeptics into advocates, leading to a smoother transition.
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“Tell me & I forget, teach me & I may remember, involve me & I learn” In my experience Involving your team early in the decision-making process can empower them and reduce resistance to change. Start by creating a sense of ownership—engage team members in identifying issues and crafting solutions. When they have a stake in the outcome, they’re more likely to support the change. Ensure open, transparent communication. Regularly update your team, and encourage sharing thoughts and concerns to build trust. Form "design and build" teams led by key change agents to develop core strategies, and involve managers in implementation. Communicate, Communicate , Communicate to ensure everyone understands the change & sees the new direction clearly.
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Leslie Ellis, CCMP, CRA, CBMP(bearbeitet)
Identify where within the change tasks there can be engagement where your team gets to make decisions or drive the outcomes of a solution. Clarify the desired outcomes you are looking to create, identify the guardrails, boundaries or other constraints up front and them turn them loose to create/decision the solution.
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Create Open Forums for Discussion Hold Regular Team Meetings: Schedule meetings specifically focused on the change process where team members can express their concerns, ask questions, and share ideas. This open dialogue helps them feel heard and valued. Facilitate Focus Groups or Workshops: Organize smaller group discussions or workshops where team members can brainstorm solutions, discuss potential impacts, and collaborate on strategies. These focused sessions allow for deeper engagement and more meaningful contributions.
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Resistance Management, as it were, is essential to effective Change Management. As stated above, Communication is essential, with key elements that include staff inputs such as: 1. As is state - let's agree on where we're at with Sales, Costs or situation or whichever issue on deck. 2. Future state- as the famous line from Alice in Wonderland goes, "if you don't know where you're going, any road will get you there." While the general direction is likely to have been decided by the Executive Team, it can be immensely helpful and expeditious to confer on "The How" with the team who's likely to implement the new prigram.
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