We’ve been concentrating
on how “other” people within an organization resist change. What about us? 

What are we clinging to
just because it’s what we planned or expected?

When you’re the one
driving a change, what do you do when something goes wrong? What do you do when you run into an issue you
didn’t anticipate? 

Are you open to change and
adjustment?

Can you be objective?

Do you listen? Or do you defend your approach and rigidly
adhere to the original plan no matter what you learn as you go along?  

DO you learn as you go along?

Are you hearing the issues?  

They’re there. If you’re not hearing them you need to ask
yourself why. It could be that people
feel you’re not approachable or, perhaps, you’re not accessible.

Get out there and ask,
watch, and listen.  

When you get input, take
it seriously and don’t be defensive.  Then
act on it in some way. Not every point
you uncover will cause a change in plans, but be open-minded.

Close the communication loop. Enlist people’s support in addressing issues
and make sure everyone involved knows how issues were addressed and why. 

Show people you desire and
respect their input and you’ll get it.

Do you want people to be engaged? 

Are you trying to get
people to accept your approach? Do you expect
them to do what they’re supposed to do the way you’ve outlined it for them?

Don’t look for obedience
or “buy-in”. Look for honest participation. Find the people who will offer their input
and make the effort stronger.  

Change efforts transcend
ownership. Don’t think it’s yours alone.

Previous Posts in this
series: A
Collaborative Series, Outline,
Culture,
The
Good, The
Bad and the Ugly, Passive-Aggressive
Behavior, Decision
Avoidance, Snipers,
Skeptics,
Leadership’s
Resolve, Brain
Based?

Technorati tags: Change Resistors, Change Management