One of the primary reasons why change efforts fail is because leaders do not consider change from an employee’s perspective. If you’re considering a change initiative in your organization, make sure that you take into account the six predictable concerns that people have when they are asked to change. By addressing these concerns early, you can reduce resistance and build momentum for moving ahead.
1. Information Concerns—What is the change and why is it needed? Make sure that you’re telling instead of selling at this early stage. People want direct, honest answers instead of being “sold” on the change and why they should accept it.
2. Personal Concerns—How will the change impact me personally? Leaders need to create an atmosphere of trust and genuine concern for how the change will impact people personally.
3. Implementation Concerns—Once their first two concerns are out of the way (and not…
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