Resistance is fabulous. Let it guide your conversations and next steps.
Close your eyes and imagine this scene (hard to do when you're reading, but you know what I mean)...
There's a massive mountain ahead of you (the change). Your leader is already at the top, enjoying the view and basking in the sunshine. The change they've been working on for months/years hasn't happened yet, but they're feeling pretty smug: the vision is clear, the strategy and resources signed off and they're excited by the benefits and new opportunities they can see on the horizon. High fives all round. In Claes Janssen's change model this would be a place of Renewal & Inspiration.
Meanwhile, as the manager of the team delivering the change, you've set off to base camp, straining under the heavy weight of baggage (aka previous experience of change) and supplies for the journey ahead. You've had a 'heads up' from the leader and know some of the detail of what's to come, but you're still processing it all, working out what it means for the team - and how to make it happen! It's confusing and lonely at times, but you're putting on a brave face.
Change can surface some peculiar behaviours. Don't take it personally - it's all completely normal.
You look back and see most of your team still at the bottom. Some are enjoying the sun, sitting on the grass, feeling content. They're looking back at you curiously and wondering why you're bothering. ‘We've always done it this way and it got us where we are today’. They know their job inside out, nobody's complaining and they have enough to do keeping on top of things. You've explained the change ahead but they're not in any hurry to join you sweating up this hill.
A few are even facing in the opposite direction, in complete denial. 'What mountain?' they ask. 'I can't see anything'. They're hoping it will all go away in time, or maybe never even happen at all. Like those other changes that fizzled out in the past... Or wishing someone would tackle that other mountain over there that they're been complaining about forever.
Others may have retreated into robot mode. Overwhelmed and frozen in time, unable to take the next step without you sending down detailed instructions on the conveyor belt of change. Or taken the cheeky monkey role, wreaking havoc in small groups, causing you to trip up, and threatening to lead a breakaway team up a different mountain entirely. Some are already walking away, having decided they'd rather quit than join you.
You're exhausted and frustrated. Why is this so hard? You can't do it all on your own!
You need your team by your side, so what are your options?
You could send down a rope and pull them up, promising better times ahead (think plenty of carrot)
You could parachute down and push them up, cracking on with the change whether they like it or not (more stick than carrot)
You could accept where they are right now and meet them there (take a breather, have a chat, work out what they need next and tackle the change together).
Option 3, option 3, take option 3!!
Everyone will make their own individual journey through a change and some will be quicker than others. That’s just the way it is. While you might be in a hurry to get things done, the push and pull options wont get you there any quicker. Stress is the arch enemy of change and push/pull too hard and they'll dig their heels in deeper.
To lead people through change you have to accept where people are right now and meet them there without judgment. People don't need rescuing or coercing, they just need you to listen, help them understand what the change means and why it's happening, and create the space for them to contribute their ideas and experience to shape the change together.
Resistance is fabulous. It's full of valuable insights. Let it guide your conversations and next steps.
Adjusting your leadership style to the situation and individual takes practice and patience. But you're not in this alone. Take off that heavy back-pack and super hero cape and share the load. Your job is to remove barriers and provide information, support and encouragement as they find their own way, not do it for them.
You don’t have to have all the answers, just make time for the conversation, ask the right questions and encourage people to take the next step, then the next. Being in tune with their needs will help set a realistic pace.
Taking one step back today might just allow you to take two steps forward tomorrow.
Have a great day!
Davina
If you’re new here, welcome! I’m Davina, founder of Change Ready. I help leaders and their teams develop the skills and confidence to make change that matters, at work and in their communities. I offer a range of workshops, coaching and delivery options. If you'd like to talk about a change you're working on book a free call today, I'd love to hear from you.