How do you manage change? How do you convey the need for change, and then actually get people to embrace new attitudes and behaviours?
My Financial Post column this week covers “Five Unusual Ideas about Change,” a recent presentation by University of Toronto management prof John Oesch.
To whet your appetite, here are his five concepts:
1. Rather than emphasize the benefits of the proposed change, highlight the potential losses from not changing.
2. Be explicit about “what’s in it for you” (you, that is, not them)
3. Recognize the bias toward the status quo.
4. “Pull” can be more powerful than push
5. The Data Dilemma
“Change management is one of the most written about, but least understood, aspects of leadership,” notes Oesch. “While many change leaders follow existing models and perform requisite rituals, too many continue to rely on hope as a strategy for success.”
You can read the full column here.