Comments on: Change fails when employees don’t grasp the rationale for the change http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/ It's only in the practice of leadership that we influence our world... Fri, 23 Jul 2010 19:30:31 +0000 hourly 1 http://wordpress.org/?v=3.0 By: anna_J http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/comment-page-1/#comment-35128 anna_J Fri, 27 Jul 2007 21:42:26 +0000 http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/#comment-35128 I think, being a manager, the main thing one should communicate to his/her reports is what the changes mean to THEM. Yes, communicate about competitors, shareholders, technological forces, BUT summarize this by telling people: "And here is what all this means to us ...". Good luck, folk! Thanks for the post and the comments. I think, being a manager, the main thing one should communicate to his/her reports is what the changes mean to THEM. Yes, communicate about competitors, shareholders, technological forces, BUT summarize this by telling people: “And here is what all this means to us …”. Good luck, folk! Thanks for the post and the comments.

]]> By: Helen http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/comment-page-1/#comment-35119 Helen Fri, 27 Jul 2007 05:30:48 +0000 http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/#comment-35119 I think this is a common mistake of most businesses. Most of the time, employees don't understand the instructions because some of them are doing it on purpose, while sometimes it's just hard to understand. I think this is a common mistake of most businesses. Most of the time, employees don’t understand the instructions because some of them are doing it on purpose, while sometimes it’s just hard to understand.

]]> By: Howie http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/comment-page-1/#comment-35114 Howie Thu, 26 Jul 2007 02:37:03 +0000 http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/#comment-35114 I'm with you on that list. Sometimes, instructions are not clearly delivered to employees. It may create a negative environment or just plain failure in the plan. I’m with you on that list. Sometimes, instructions are not clearly delivered to employees. It may create a negative environment or just plain failure in the plan.

]]> By: Charlie http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/comment-page-1/#comment-35111 Charlie Wed, 25 Jul 2007 08:24:21 +0000 http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/#comment-35111 That's true. It's important that the explanation is clear and that everyone understands it. Otherwise, it would be a waste of time if someone is confused. That’s true. It’s important that the explanation is clear and that everyone understands it. Otherwise, it would be a waste of time if someone is confused.

]]> By: Thommy Bommen http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/comment-page-1/#comment-35108 Thommy Bommen Sun, 22 Jul 2007 20:50:13 +0000 http://www.thepracticeofleadership.net/2007/07/22/change-fails-when-employees-dont-grasp-the-rationale-for-the-change/#comment-35108 I think there is another dimension to this as well. The people that is in someway afflicted by the change, should be enabled to get ownership in the change. Often many of the changed that needs to be done, needs to be done in their environment. They should know how to make that change better than anyone. If one can be part of a change instead of a change that happen around you, it will lower the resistance and increase the chance of success. In practice this means you as a leader, need to not only tell the why's but enable the employees to make the decision on the what to do about it. If the competitor is doing it a better way, ask the employees how they want to solve that specific problem. How can we be better than them? Add small suggestions to get the ball rolling. Thats when change is good. It brings forth ownership and involved employees will work hard on making the change happen. Well at least thats my thoughts on the subject... I think there is another dimension to this as well.
The people that is in someway afflicted by the change, should be enabled to get ownership in the change. Often many of the changed that needs to be done, needs to be done in their environment. They should know how to make that change better than anyone. If one can be part of a change instead of a change that happen around you, it will lower the resistance and increase the chance of success.

In practice this means you as a leader, need to not only tell the why’s but enable the employees to make the decision on the what to do about it. If the competitor is doing it a better way, ask the employees how they want to solve that specific problem. How can we be better than them? Add small suggestions to get the ball rolling.

Thats when change is good. It brings forth ownership and involved employees will work hard on making the change happen.

Well at least thats my thoughts on the subject…

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