Ugh!  Change is so hard!

 

Change is hard but so important for success.  As project managers we are constant leaders for change for teams and companies around the globe.  Project management in just the very name describes we are making change happen for others - and these days rapid change is expected.  With rapid change comes complexity and stress and often leads to pulling others through change vs. having them create change beside us.  Resistance to change means we deal with fear, ambiguity and frustration or even anger.  Some companies support us with change management practices, but many do not.  So, what are some things that can help us successfully lead change?  Here are 5 things I do:

1. Ask open ended questions and spin positive when possible.  When I am dealing with someone resistant to a project, I like to ask them questions like….. “I get the impression you do not believe this project will be successful.  If I asked you to rank how successful you believe this project will be with 1 being a total failure and 10 being total project success…..where would you rank it?”  Perhaps they answer with a 3.  At that point, I would ask them why didn’t you rate it a 2?  This is a subtle way to get the person to “fight” for the project and subtly spins the conversation to thinking positively.  Doing this helps others begin to see things in a more accepting way.
2. Beef up the communication – Share as much info as possible to the right people in the right way and do it OFTEN!  I try to incorporate fun ways to share communication – for example, sharing a sports quote of the day with the CFO who is a huge sports fan.  He loves getting my communication update e-mails and looks forward to the sports quotes.  This is an easy way to create some positive energy!
3. Power up your people skills – Encourage, influence and support as much as possible.  Your efforts will be well spent leading and inspiring teams through the transformation!  Find ways to make it fun.  For a local hospital, I make homemade truffles – we call them “go-live pills” for IT implementations at the hospital.  Once when sharing a new project was coming a pharmacist asked me if I was going to make go live pills, I said yes, and he responded – count me in! 
4. Listen, listen, listen.  Listen to all the reasons why your team has concerns about the change.  You can avoid challenges and help them successfully move through the stages of change (pre-contemplation, contemplation, preparation, action and maintenance) when they believe their voice is heard.  This is very important.  I like to use a TELL ME WHY board and ask everyone to contribute why they are experiencing any resistance to change.  This board is displayed during meetings and we can add to it any time.  Once fears get placed on the board, it seems to diminish the concerns a bit.
5. Be a cheerleader!  Celebrate all the achievements, send thank-you’s, share your appreciation for the time and skills of others.  Keep cheering along the marathon – it encourages the people running the race!

Please share some ideas below around how YOU successfully lead change.  Your input will he