GIVE THE PEOPLE OWNERSHIP OF THE CHANGE

Openness by the leader paves the way for ownership by the people. Without ownership, changes will be short-term. Changing people’s habits and ways of thinking is like writing instructions in the snow during a snowstorm. Every twenty minutes the instructions must be rewritten, unless ownership is given along with the instructions.

HOW TO OFFER OWNERSHIP OF CHANGE TO OTHERS

1.Inform people in advance so they’ll have time to think about the implications of the change and how it will affect them.

2. Explain the overall objectives of the change—the reasons for it and how and when it will occur.

3. Show people how the change will benefit them. Be honest with the employees who may lose out as a result of the change. Alert them early and provide assistance to help them find another job if necessary.

4. Ask those who will be affected by the change to participate in all stages of the change process.

5. Keep communication channels open. Provide opportunities for employees to discuss the change. Encourage questions, comments, and other feedback.

6. Be flexible and adaptable throughout the change process. Admit mistakes and make changes where appropriate.

7. Constantly demonstrate your belief in and commitment to the change. Indicate your confidence in their ability to implement the change.

8. Provide enthusiasm, assistance, appreciation, and recognition to those implementing the change.

This is all ideas and strategies right from the book that I am reading right now of John Maxwell… “Developing The Leader Within You“.

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