Leading change is never an easy task.
Rowland et al. (200) suggested that, as a leader, when you have to lead your team through a significant change, the first step is to control your own emotions. Are you feeling uprooted by the change? If you are not bought in, don’t expect your team would be. People can tell the true determination from acting.
The next step is identifying what people fear losing because of the change. You need to truly understand whether the resistance is merely a reflexive reaction or there are other deep-rooted concerns. Keep the Kubler-Ross Change Curve in mind and give people time to get on board.
Transparent and honest conversations are necessary to communicate what needs to change and, more importantly, why it needs to change.
Finally, being honest and realistic about the cost of change rather than being romatically optimistic.
References
- Rowland, D., Brauckmann, N. & Thorleyhttps, M. (2022) /How to Get Your Team on Board with a Major Change/. Harvard Business Review. Available from http://hbr.org/2022/08/how-to-get-your-team-on-board-with-a-major-change [Accessed 22nd Aug 2022].