The list is long and all adds up to a team not knowing the company’s natural style of communication. If you have an open-door policy – write it down – communicate it.
If you have reports that make your day long on the last Friday of every month – ask for some space – write it down – communicate it.
Teams work very well together when they understand each other and knowing how and when to communicate and what it is safe to say are imperative.
Educate
Employers and leaders often tell me “they’ve had training” however when we work together often as a team, I hear things like;
- I hate training online – I can’t keep up.
- I know I had training on this, so I didn’t say anything.
- I can’t go to the IT team and ask for help – that’s not their job.
It is related to communication but enabling people to explore how they learn best and what stands in their way reduces obstacles and negativity towards change.
Fear
One of the biggest things that stop people from doing something new or different is fear;
- What if I can’t do it.
- What if I don’t get it as fast as everyone else.
- I don’t understand this, I can’t tell anyone, I will look like an idiot.
- I’m the manager I can hardly ask my staff for help!
- If we change then I’m out of a job!
- The old way worked better!
- It’s so complicated!
Look for the statements that sound final, they will give you clues on how your team feel about the change you wish to implement. Don’t dismiss silly minor issues. They usually hide the big issue that stops someone from adjusting. I’ve seen it thousands and thousands of times. When a person feels listened to and respected and feel safe with no judgement – wow it can be powerful and not just for the individual.
Out dated beliefs
Trying to change an outdated belief is not going to work by telling them they have to. After listening, educating and breaking down fears you need to find out what that person actually believes. Interestingly if someone feels part of the process, if they feel like they know the companies mission, vision and goals they are far more likely to get involved. So fighting an outdated mindset won’t work. Coaching will. It enables the individual to take ownership for their way of thinking and the impact that it has on their actions and results. This leads to a change in perspective and that is where the power is.
Expectations.
Ultimately everyone has to get on board (without very good reason not to – in which case, listen to what those reasons may be). Ensure everyone knows what is expected of them. Yes, we want to help you move forward and yes we will help you break down the barriers to achieving this however when do you feel this will be achievable by? How will you measure results? How will you further their support if they get stuck or bogged down? Knowing this before change is implemented can make a massive difference.
And lastly don’t tell people they need to change. People don’t like change; they like to feel safe and know what is going to happen. Change has a lot of meanings to people and assuming they are good meanings is dangerous. Use phrases like “We need to look at ways to move forward” this is far less scary, since most of us can put one foot in front of the other. And ultimately as coaching teaches us, everyone moves forward at different speeds – no one speed is right. We are all unique and so is our ability to adapt. These tips should help you help your team too.
For more ideas and coaching tips that work, get in touch. [email protected] 01206 381482
