Skillsoft Blended Learning Resource
Overcoming Obstacles – Activity Guide
For a leader, communicating change effectively is one of the key elements of introducing change. A leader can also take steps to actively remove a number of obstacles as they arise. Once removed, the way will be clear for change momentum.
This activity will review the strategies for overcoming the various types of obstacles you might encounter during a change initiative, and help you come up with a plan to handle these obstacles, preventing unwanted delays in seeing the change through.
Strategies for Overcoming Obstacles
Clearly explain the change
Providing a clear and complete explanation of what the change involves will take the power away from runaway assumptions that employees have when they're unclear about the change. It also clarifies how their mutual agreements will be affected. Empower your employees by providing them with clear, accurate information about their situation. Good morale and confidence in change can come from simply keeping your employees in the know.
Declare your message often
You can't overdo it when communicating the change. Details about the change are all new information for people, so communicate your message often, using various media and modes. You've got to take the time to get the message across – it will take more than just an e-mail. You'll have to communicate your message over and over to really get through to people.
Be empathetic
Being honest with employees gives them the credit they deserve as intelligent employees. Think about how best to open the next department meeting, put yourself in your employees' shoes, and be as empathetic as possible.
Exhibit passion and intensity
Being totally committed to the change will come across in your message and be infectious in your employees.
Make sure you walk the talk
You have to be in alignment with the changes you're expecting from your employees. In many cases, when change initiatives break down, it's because those at the top don't adhere to the changes themselves. When this happens, the ripple effect spreads quickly. Change leaders must be the first to set an example.
Provide necessary information and resources
Resistance from employees who feel they lack the knowledge, familiarity, or skills necessary to effect a change can be overcome by providing information and resources. This could include training, trial runs, Q&A sessions, informational resources, online courses, and mentoring. You can also provide change-oriented feedback to your employees. Knowledge is power, so supplying employees with the knowledge they need will give them the power to realize change.
Align organizational policies with change goals
When your organizational policies are forming a barrier to change, the solution is to align those policies with your change goals. You can streamline your decision-making or documentation processes – such as cutting out the middle man and expediting decisions that are change oriented. You can also change the reward structure – by adding bonuses, incentives, or workplace contests – to reinforce behaviors and efforts that support change.
Diffuse unyielding naysayers
A manager who's insecure or afraid will resist change. Try shedding some light on the positive outcomes of the change and showing the manager how well equipped staff members really are. Resisters could be reassigned so their influence on the change is reduced. If all other tactics for removing the resistor have failed, your only option then is to remove the block. Sometimes, no matter how you try to show a company leader the vision, the fear of intrusion on their turf can't be overcome. Many leaders who make it through change initiatives say, in hindsight, that they wish they'd removed these people sooner. Removing managers who are obstacles to change is one of the hardest things you'll do as a change leader, and as a result, your change effort could take longer than anticipated.
Strengthen virtual teams and support remote employees through the change
To combat the resistance that arises from remote team member isolation, you'll need to close the distance between team members that aren't co-located. A sense of cohesion will bond team members together in the face of change, instead of making them feel alone and resistant to change. For this, you need to use tools that strengthen virtual teams and support remote employees through the change:
· Team building – Make it a priority to have a live kick-off meeting before a long-term project to give staff members a chance to spend a few days together for team building and bonding.
· Administrative duties – Be attentive to your administrative duties and team needs. Clarify expectations, provide documentation, and send material out to members ahead of meetings.
· Communication – Keep employees informed and the lines of communication open. Study the various cultures represented by your team and make it a point to use global English in all communication. Staying away from meaningless acronyms and the buzzword of the day ensures any information you're passing on is always clear.
· Team management – You may find that with different time zones to juggle, someone's always inconvenienced, so alternate conference call times fairly. You can also schedule one-on-one calls with each team member to build a stronger employee-employer relationship and provide team members with coaching and feedback.
Aim for early success
Once you've drummed up support for your change initiative, communicated the change to everyone involved, and removed any obstacles, you'll want to aim for a few early successes. This will improve morale and confidence, and dispel lingering doubts about the change. If you're finding resistance in the form of pessimism among employees, arrange for some short-term wins to feed the faith in the change. Accomplishing some early victories will emotionally reward staff members, diminish critical feedback, and add to momentum. Try to focus on tasks that can be completed quickly and will provide positive results with maximum visibility.
Activity Guide
Identify the obstacles you expect to encounter during the change initiative in your organization. Identify the strategies you will use, and how you will use them.
Obstacles
Obstacle / Strategy / Plan of action5
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