Embracing change
Change is challenging to implement. Positive change, when harnessed correctly, can be the beginning of growth. Change always leads to new opportunists, new challenges, new process and goals. When change is ineffectively implemented, the intended purpose may not be achieved. It is crucial to have a change agent that will effectively foresee the transition.
A change agent can be a leader or a group that facilitates change, drawing motivation and inspiration from a potentially positive outcome. To implement change effectively, there some factors that you may need to consider as a change agent.
Be ready for Resistance
Change is not embraced positively by most people. A right change agent should be ready for this and be comfortable with it.
The tip to overcoming Resistance from most people is by first identifying your allies. Your allies tend to agree with you, so it is easy to win them over. Secondly, identify the influential people and try to convince them why change is needed. Once you win over the most influential people, other people will slowly embrace the need for change.
Involve the people in creating the vision
Most leaders tend to mess up this part the most. No matter how well the vision is, if the people feel left out, they may not embrace the change.
The trick here is collaborating with the people to come up with the desired outcome. When people contribute to the vision, they tend to embrace change since they feel like they are part of it. The idea should be realist, simple to understand and able to inspire action.
One strategy that a leader can use to get people on board is talking about the vision often. An idea inspires a lot of people, and with no time, you will face no resistance.
Get support from top management.
While step one and two can help you win over the people, it is imperative to have the support of the top leaders. Most leaders fail to recognize other senior leaders when implementing change which is a mistake. If other leaders are not on the same page as you, the change cannot happen smoothly.
You can seek their advice and listen to their opinions before engaging the people. Demonstrating good faith and showing no hidden intentions will mostly win most top leaders.
Provide positive records
Once you have all people on board, execute the plan and wait for the positive results. When executed correctly, you should have some positive results within the first three months. Keeping a track record and showing the people the results will keep them motivated, build excitement and give them momentum.
Normalize the change
People can slowly return to old ways. Thus it is vital that you embedded the change—constant reminder of the vision and showing the positive results will always encourage the people.
As a leader, you should continuously encourage people while evaluating performance. With time, the people become hooked to the procedure.