Change Perception

  Change Management   Talent Management   Teams   ProjectsAtWork  

On most change initiatives, perception is 9/10ths of reality. Project leaders need to show their team members a reason to believe in the change. By developing a credible message and understanding points of resistance, you can create a shared understanding of the initiative’s goals and benefits.

We’ve all heard the saying, “Possession is 9/10ths of the law.” One could also say that when it comes to Change Management, perception is 9/10ths of reality.

In times of major change, real facts may be replaced by perceived half-truths, which can foster resistance and make it more difficult for leaders to manage teams during and through a new system implementation, merger, or other change event. What team members believe drives is what their behavior — which is why it’s critical to manage more than information/communication flow; you also need to manage belief and perception as part of an effective change management program.

Change truly results when people learn new skills and adopt new behaviors; however, leaders often believe that individuals will change simply because of a catalyzing event; for example, a new enterprise software system. What we fail to understand and foster is a basic tenet of Change Management: individuals must have, at least on some level, the desire to change, and the belief that change will benefit them personally. We …

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