As an employee looking to drive or support change at work, engaging in meaningful conversations with leaders is essential. This article outlines key steps to effectively navigate these discussions, enabling you to collaborate with influential leaders for greater impact.
Drive Change From Any Position
Regardless of your role in the organization, you can play a key part in driving change by using your conversations with others to offer support.
The following offers ideas that can be especially useful when engaging in conversations with leaders who are well-positioned to influence change.
The Importance of Engaging Leaders in Conversations About Change
Leaders not only serve as advocates for driving change initiatives, but they also have the authority to implement change and create a significant impact by working directly with their teams. Furthermore, they often possess a broader perspective on key factors that are crucial for the success of change projects.
Engaging in coaching-style conversations with leaders about change can help you make a significant impact and contribute to broader organizational initiatives. These discussions bring clarity and foster commitment to the desired changes, offering a strong foundation for transformation. So, where should you start?
Initiating the Conversation
Although you may not be a coach, you can still apply coaching techniques in your role where they can be beneficial.
In coaching, ‘contracting’ involves setting clear expectations, defining goals, and making a firm commitment to the coaching process. This lays the foundation for success, as both the coach and coachee establish a shared agreement and a tailored action plan to achieve the best possible outcome.
This approach can greatly influence and “smooth out” the change process. The core principles of contracting can be applied to your conversations with others when discussing and driving change.
A key part of this process is identifying the specific goal or change. When conversing with leaders, for instance, this could involve discussing the desired outcomes they aim to achieve through team coaching or skills development.
Building on the concept of ‘contracting,’ once the change is identified, it’s crucial to define the next steps and secure commitment.
There are several goal-setting strategies that encompass these key elements, such as the widely used GROW model (Goals, Reality, Options, and Will). In this approach, you would ask the following questions:
- What is the goal? (Goal)
- What is the current situation? (Reality)
- What are your options? (Options)
- What will you do? (Will)
Alternatively, asking the following three questions could be an effective starting point:
- What is your goal?
- What is stopping you?
- What do you need to do to take the next step or achieve your goal?
After using the approach you’ve chosen for your conversation, you can outline the steps needed to make the change a reality, highlighting where you can offer support along the way.
Overcoming Resistance to Change
Effectively supporting someone through change often involves managing the resistance that many people naturally experience.
In your conversations, it’s important to identify if resistance exists, understand its sources, and offer solutions. These could include providing clearer information and context, highlighting the benefits, or presenting use cases and data, for instance.
Resistance can vary from person to person. A helpful strategy is to get curious about the other person and listen carefully to understand their perspective. This approach will enable you to fully grasp what they need in order to be motivated for change.
Ensure Your Support is Visible and Accessible
Clarify your support offer by explicitly outlining how you can assist the other person throughout the change process and, most importantly, explaining the approach you will take.
Once the process begins, it’s crucial to have regular touchpoints to monitor progress and make adjustments as needed. Consistent communication is vital and may be one of the most powerful tools you have as a change advocate, ensuring that individuals utilize the support necessary to successfully achieve their change-related goals.