Vampires attack on change

Vampires attack on change – a leadership express halloween special

‘its not that people don’t like change they don’t like uncertainty’…. Vampires in your orgainisation will drain the life out of your change process using the fangs of uncertainty.

Below is some things to think about with your Stakeholders to beat the Vampires!

V- Vision, have a clear vision of what it will be like after the change and talk about this often

A- Acknowledge the past –What was right and what is wrong

M- Mediums of communication – Leaders and managers need to have many ways of communication e.g. face to face,in groups, regular 1:1’s, listening sessions. It has to be two way and actions must be taking on the back of this;then communicated. N.B. Vamps love change emails so use them sparingly

P- Process of change – ensure you communicate why it is happening, what will happen,when it will happen, how it will happen, who needs to do what, where it will happen

I- Increments of change – break down the change into small chunks then it won’t feel so scary

R- Recognition of the efforts of colleagues in the change process as you go along

E- Energy – leaders and managers should ensure that their energy and drive for the change is positive and help things to keep moving

Adding a personal touch to stakeholder management

The key to influencing someone is to understand yourself first. When starting out on my professional career I occasionally would be frustrated with people that I worked with who had a different way of working from me and I am sure that they would equally get frustrated with my chatty, upbeat outlook and desire to get things done.

E.g. when engaging with many senior executives they would have a surprised look on their face when I would use ritual cliche when first meeting them rather than getting down to business. My friendly emails would get one word replies… fine, good. My thought process would be ‘have I done something to annoy them?’. This was down to my interpretation of the ‘facts’ with my ‘personality lenses on’. It wasn’t until I was introduced to the Bolton & Bolton model below and later MBTI step 1 & step 2 that I realised that it probably wasn’t personal and I need to flex my style to communicate with them more effectively.

I am not one for putting people in boxes or labelling and everyone has elements of each of the personality types, we just prefer to use the characteristics of some of the boxes more often; so guessing isnt always going to accurate, however it is a very useful guide.

Quick tips

Driver: Be clear, concise and to the point. Information should be fact related. Make sure you listen to them. Bring solutions not problems

Expressive: Allow time for ritual cliche, be positive and forward thinking. Allow them time to talk.

Amiable: Let them know that they are valued and you care about the people aspect of business decisions. Allow time for them to reflect

Analytical: Concentrate on facts, decision making process, track history. Allow time for reflection.

This subject is far to wide ranging for a blog post, feel free to leave comments or contact me if you would like me to run a session with your team using this framework or MBTI step 1 / step 2

Follow me and I will send you a free questionaire to identify your style

A great ted video below

In a culture where being social and outgoing are prized above all else, it can be difficult, even shameful, to be an introvert. But, as Susan Cain argues in this passionate talk, introverts bring extraordinary talents and abilities to the world, and should be encouraged and celebrated.