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Archives for March 2013

Desire: An Important Element for Successful Change

In my last posting, I said that successfully leading change requires good self analysis.It is clear that leading change clearly begins with us; how we react and addressing what is getting in our own way of accepting/implementing the change.

Inherent in that discussion is “desire” or the motivation for getting on board with change.¬† Certainly doing our own self-analysis will help us better understand our own motivations for accepting change and here is a key question:¬† How do we as leaders of change address employee “desire” or “motivation” for change?

Prosci, in its ongoing research of change management best practices, discovered in webinars¬† conducted July 2011 and March 2012 that 69% of participants identified desire as the largest biggest obstacle to overcome when implementing change. Prosci states “… is ultimately a personal decision to get on board and support a change. While this decision can be influenced, no one can make an individual have desire to support the change.”

In its work, Prosci has identified 3 key areas that can help create employee desire for change:

  • Identifying and emphasizing the organizational motivators for change
  • Identifying and emphasizing the personal motivators for change, i.e., answering the question: What’s In It For Me?
  • Garnering support of peer leaders and mid/senior leaders

An overview of a communication strategy that can help you address these 3 areas will be the topic in my next blog posting! Stay tuned!