Introducing an innovation can be really exciting, especially for those spearheading the change. However, it’s easy to get caught up in this excitement and forget that there might be some challenges along the way. Those on the receiving end of the change usually fall into a few different camps. Let’s say you are introducing a new IT system. You will always have three types of people who would be involved in the change process. They are:
It’s essential to be aware of and adapt to these individual responses. If you ignore one camp, your whole innovation drive can fall apart.
You can run a smooth change management strategy by using these learning principles to your advantage.
All of these techniques should help shift the employee’s mindset from a negative or anxious place to a positive, excited one. Having the right technology platform in place to support change management can make all the difference. Giving your people access to the information they need, when they need it, will help them to feel confident in understanding and applying the innovation.
It is important to address the stages of concern and respond with strategies to increase involvement and influence at each stage of the change process and build the capacity for future change. This would help you successfully initiate, implement, and sustain change.
Find out more about how we can help you develop the leadership skills required for successfully navigating change.