Berger Leadership Blog

As leaders in the 21^st century, adapting to change becomes a daily feat. Although it is safe to stick to old routines, opening your organization to new changes provides immense opportunities for the future.

A recent SmartBrief article by digital marketing agency Weaving Influence explains how this rapid increase in adaptable work culture scares individuals, and identifies two simple truths that can help leaders bring about change while building trust in the process:

1. People don’t resist change; they resist being controlled

According to the authors, one of the great myths around change is that people automatically resist it. In truth, most people don’t resist the change itself; but rather being controlled by others. This subconscious reaction can be shifted by both clarifying why a specific change is needed and inviting team members to provide their input into the change strategy at stake. This way, your leadership can help your organization learn to accept change and not let complacency stand in the way.

2. People who plan the battle rarely battle the plan

The best leaders understand that they are only as good as the team around them. By including others early in the change strategy, you are gaining their feedback and support before the plan is set in stone. To help them adapt to this change, leaders should anticipate, listen, and directly address concerns of their team members. Not only should we think through potential concerns as they relate to adequate information sharing, implementation and how it could affect each team member personally, it’s also critical to discuss with them the real impact of the change and whether it needs to be refined.

As leaders, it is most important to recognize that those you lead are a direct reflection of your leadership style. Creating an environment that includes open lines of communication and support will help decrease resistance to change and provide a foundation for you to streamline your change strategies for years to come.