Not Chill with Change?

You have a team member who is smart, hardworking, and an asset to the team. Thatโ€™s the good news. The less than good news is that this same team member clings to the mantra, โ€œWeโ€™ve always done it this wayโ€ and the classic, โ€œIf it ainโ€™t broke, why fix it?โ€ Sure, thereโ€™s merit to sticking with what works, but this teammate appears to resist change for the sake of resistance. Which Words will support this colleagueโ€™s willingness to take a chance on a new and improved approach?

If the resistance goes unchecked, you are depriving the company of a consistent approach and this person of much needed growth and development. Donโ€™t get me started on the potential nosedive in team morale and your own simmering frustration. The change that must take place first is a conversation that states the problem and offers the team member the chance to understand how their discomfort with change is limiting them and impacting the team.

In response to โ€œWeโ€™ve always done it this wayโ€ you hit them with, โ€œYeah, I bet thatโ€™s what someone said when electricity replaced candles. Can you join us in this decade please?โ€ Mocking someoneโ€™s allegiance to the way things have worked before isnโ€™t helpful and might cause that human to double down. Get curious about their โ€œwhyโ€ and invite them to share their insights, experiences, or concerns with you. Shame and blunt force wonโ€™t shift their stance and it might shut down any hope they will take a chance on a new direction.

Is it possible that this colleague is resistant to change because they donโ€™t see the benefit, donโ€™t have time or interest to learning something new, or fear what this change will mean to how they do their work or how they are regarded at work if they donโ€™t change fast enough.

While you might be completely chill with change, (super jealous if thatโ€™s the case!) many of us struggle on some level with disruption even if the disruption brings about something good. A few better Words to say to humans having a very human response to change are:

  • โ€œChange is tricky. This will take time and effort for all of us but we can get there if we work together on this. Letโ€™s discuss the next 5 steps to ensure we are aligned.โ€

  • โ€œI sense that youโ€™re not fully onboard with this and Iโ€™d like to understand why.โ€

  • โ€œIโ€™d welcome any improvements you might have to improve our approach.โ€

  • โ€œThank you for sharing your concerns. I think we can ____ [insert any tweaks you think are doable.] But, hereโ€™s the thing: not changing is not an option. I expect our team to lead this ___ [policy, process, protocol, etc.] It is important to the company and to me. Thus, letโ€™s meet on Monday to discuss a full transition plan and what will be needed to ensure our success.โ€

The Last Word:
Itโ€™s a fallacy that humans donโ€™t like change. Humans donโ€™t like sudden, unexplained, not well communicated, ill-thought through change. Rarely will the software implementation be halted, the announced reOrg scrapped, or the launch leveled. Change will happen. The key is to help it happen in the most thoughtful, well communicated, impeccably constructed way. Change, my Friend, is one of the MOST important plans you can craft. How will you help your humans succeed? If your leaderโ€™s change plan is tanking, what can you do to โ€ฆwellโ€ฆ change it?

โ€œI believe that everyone is capable of changing their mindset, and that doing so creates the possibility of a much richer and more fulfilling life.โ€

Carol S. Dweck, Professor of Psychology, Stanford University; author, Mindset: The New Psychology of Success

โ€œThe reason we often have so much discomfort in the face of change is because it threatens our identity and sense of self.โ€

Dr. Maya Shankar, cognitive scientist; creator, Slight Change of Plans podcast


โ€œChange can bring about a fear that it will be unsuccessful or that the individuals involved will personally fail as a result of the changes that were made. Employees often worry this will negatively impact their performance reviews, their job security, and even have implications for pay. In turn, this can lead to poorer outcomes at work, in both output and the quality of the work being completed.โ€ 

Kealy Spring, owner & coach, Spring Ahead Coaching

Donโ€™t stop now! Learn more from a few of our personal favs below:

Disclosure: The resources shared and listed by KKL & Co. are those that have been evaluated to be of high value to our leaders. We are proud affiliates for some of these resources, meaning if you click a link and make a purchase, we earn a nominal commission at no extra cost to you. Please donโ€™t spend any money on these resources unless you believe they will help you become a better human.  

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