It’s hard to find a leader who is not leading their team through some type of change.
Some changes are in response to an external threat or opportunity. Other changes are self-determined in the pursuit of innovation or to implement a strategic agenda. Regardless of the source of change, leaders regularly find themselves navigating what a change means, for themselves and for their teams.
When it comes to leading change in a team, the quality of the discussions between a leader and their team is critical.
Have you ever had change discussion with a team member where you walked away feeling:
- Frustrated at the resistance you received,
- Confused by an uninterested response,
- Uncertain about whether they are truly on board even when they say they are?
You are not alone.
Of course, the goal is to have a change discussion where the team is committed to implementing the change and if not feeling enthusiastic, is at least feeling alright. One action that helps is to ensure the purpose of the change discussion is clear. This may sound straightforward and perhaps it’s for that reason the power of clarity is often underestimated. Consider how these five types of change discussions can help leaders get clear on the discussions they want, and need to have:
The Initiation Discussion
- It’s optimal when a team can directly decide the changes that impact them as this creates more buy-in from the outset. However, this isn’t always possible. Changes may be imposed from higher levels in an organization or external circumstances dictate change. Either way, this a discussion that invites the team into the change process and gets the work started.
The Impact Discussion
- Whether a change is far-reaching or not, the impact on a team needs to be well understood by the leader.Who best to describe the impact then the team themselves? Taking time to understand the impact to each team member will provide a gold-mine of insight to the leader and help gauge receptivity to the change.
While a change can often bring advantages and gains, that very same change can also involve loss. Even an intangible loss is felt. Such a discussion taps into worries and fears of the team but also possibilities and benefits. When a leader inquires how a change impacts a team, they are demonstrating care and respect and possibly uncovering important details that need to be accounted for when implementing change.
The Implementation Discussion
- This type of discussion is particularly helpful when team members did not determine the change because implementation discussions are next best opportunity to still involve them in the change process. By deciding how a change gets implemented, they are more likely to adjust to the realities of the change more quickly and get the work done to make it happen.
The Progress Discussion
- Your team now knows what change needs to be made, why and how. Progress discussions are a leader’s opportunity to keep a pulse on the team’s engagement as the change process unfolds, ensure commitments are met, support learning and growth, deal with emerging issues and recognize good work. Several progress discussions may be needed throughout the change process.
The Choice Discussion
- Even when most of a team becomes receptive to a change and the change is progressing well, there may still be team members who continue to resist the change. An acceptance discussion clearly lays out the choice an individual has in adopting the change.This can be a particularly tough discussion for many leaders and while earlier discussions about the impact of a change, and involvement in planning change, minimize the need for an acceptance discussion, such a tough conversation may still be necessary from time to time. This discussion is best approached with curiosity and respect. It is candid, honest and focuses on benefits and consequences of not adopting a change while avoiding an undertone of control. It reinforces the agency of an individual to make an informed choice about whether they will, or will not, adopt the change and clarity for both parties about how to go forward in either scenario.
Leading a team through change can be complex yet rewarding work. Having discussions that are productive, respectful, and candid engages a team and helps the team move the change work forward. A bonus for the leader is a deeper sense of satisfaction about their own leadership and the positive impact the change they led created.
