This is so real. But since I’m a manager, it hits a little differently. I know that sometimes I am the singer. There are obviously two perspectives here. The team feels like they understand the system. They know how to make it work. They execute the plan and take action to keep things on track. A change, especially a big one, can throw everything into chaos. The new change can feel like an attack on what they have worked so hard to build. Or even worse, it can feel like their contribution isn’t valued. We’ve all felt this way. The manager needs to recruit the team to take the change or at least ensure their perspective is heard and they know it is valued. Remember that being a visionary isn’t the same as being a fortune teller. It’s likely that every scenario caused by the change hasn’t been considered. Start with a firm goal. Listen to the objections. Some of the issues your team is pointing out may keep the goal out of reach, so pay attention. As the leader, you are responsible for the direction. If the goal is still worthwhile, take responsibility for the decision and tell the team, “We’re going to do it anyway.” Be honest about the challenges you see and acknowledge there will be challenges that no one sees. Tell them that you trust their valuable experience in the current system to help everyone navigate towards the new one. Hopefully, the change will be easier than you, and the team, were expecting. Video credit to pinlounge on Instagram
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