Change Begins Between the Ears

Change is tough. When you lead others through a transition, you need to look out for yourself as well as those who report to you. In times of uncertainty and steep learning curves, they will look to you more than ever for guidance and support. How you approach change can make or break your success as a leader.

Where do you start? As I like to say, between the ears. Before you and your team can embrace change, you need to adjust your mindset. In order to get others to buy in and actively participate in the change, you must first convince them to think or act differently. Until that happens, no movement will occur.

Encouraging Others to Change Their Mindset

Getting someone to change requires an "admission" on their part; he or she must first admit that they need to do something differently. They must accept that what they’re doing today is not acceptable, not sustainable or not the best way. If you haven't gotten between their ears to make the case for change, the best you can hope for is compliance. You will never realize true commitment.

Start by setting an example. Show them that you are willing to change your own mindset. Model the behavior of moving with change and considering new ideas. Next, help them envision the positive outcome that will benefit you all. In other words, show them their investment of mental energy is worth it.

It’s also advisable to keep your team informed, to the extent possible, about the change process well in advance. It can be hard to change a mind that is caught off guard or feels threatened. Transparency and openness go a long way toward buy-in.

Take a Step Back

Too many organizations quickly go from "transmitting what's changing" right to training their teams in the new way. You will never achieve true buy-in until and unless you change the mindset of the target audience. Take a step back and consider how that change affects that audience--in this case, your direct reports. Try and see things from their point of view.

Once you address the mindset, the training conversation dramatically shifts to, "when is the next training class?", or "Can I work with someone who understands how to do this?" At this stage, they will embrace the change and engage in adopting the new way. You will find them eager to learn and positive about the future. That's what we're after.