By: Kriss Barlow, RN, MBA | kbarlow@barlowmccarthy.com

We hear a lot about resistance to change. But, is part of the resistance the way we throw-down the idea for an immediate change, sometimes without a real plan?

While most have a plan in mind, sometimes explaining the need is unclear and the staff resists. They need to know the long-term implication of the change. Knee-jerk change can result in staff turnover and sometimes a callous response. So, who’s job is it to ensure change follows a good process? I think we all have a part to play.

Leaders Implementing Change

1. Know the direction you want to take and why. Once the plan is sketched out, get feedback and make sure to listen, I mean really listen. Sit on the idea just enough to get the emotion out of it. Employees react better when their leaders are candid, and they feel valued for their insights. Communicate the why of change without making them feel bad for the work they are currently doing. Communication with the team is not a one and done event.
2. Involve and engage your team, your peers, and your leaders. It’s easy to get hyper-focused on making it happen. I observe that great leaders continue to engage others throughout the process. Plug it into the calendar so you don’t assume you’ll remember. Topics of engagement include tactical implementation questions, but it does not stop there. Take the time to understand how it feels for the team, how it might change your collaboration with peers. Make sure you’re changes align with the direction of your leaders.
3. Create the process. Change can rock the team’s world. Build out your vision, specific actions, timelines and measures. Details and transparency matter. Plan for plenty of time to learn, pre-plan your support for the various team member needs. A little grace goes a long way when we are asking individuals to buy in and adapt.
4. Ready yourself for bumps in the road. This may not be a place to fall on your sword. Be ready to observe and adapt. It’s rare that perfect plans are made in your office, nimbleness is a leader’s friend with change. Remember, it’s about the new vision.

For Team Members in Change

Most team members feel their approach works just fine. Being asked to change is often met with active or passive resistance. Change is important to keep us current, aligned with leadership and demonstrating the right value for the organization. More teams than we’d like have refused to change and then become obsolete – clearly not the goal!

1. Be open. Listen to the why and how of the proposed change. Actively engage in the conversation to ensure the plan is implemented with a good sense of field realities. Assuming it’s a done deal, learn how you can have a voice in the process.
2. Manage your own vulnerability. Far and away the most challenging part of the change is that you were good before, and you feel less confident with the new model or method. We all need to learn and we may not be brilliant from day one. Cut yourself some slack and figure out what you need to make the change. Ask for training if you need it.
3. Refuse to stir the pot. This one needs no explanation, you get it!
4. Offer feedback but find the right place to do it. Feedback and suggestions are part of any change process. Figure out the best time, place and person to share your ideas and feedback. Provide comments on specific tactics vs assuming the whole plan is flawed.

Teamwork makes the dream work!  Everyone has full plates, but cutting corners in creating change always comes with a price.

If it’s time to consider a change for your program, we’d love to help.  It can be as simple as a one-day strategy session or perhaps its time for an assessment. Reach out to kbarlow@barlowmccarthy.com.