Build both a rational and an emotional case for change.
In the board game called Life, those who refuse to change "do not pass go, do not collect $200," but they do "go directly to jail." Refusing to change is refusing to grow, develop, or advance and choosing instead to languish in the prison of stagnation. Change is a necessary part of our ever-evolving world and change agents have the vision to see the need for change and sound the alarm before it's too late.
Instructions
1. Present the issue or situation that needs to be changed. State the problems with the current situation, explain why it is necessary to change and list the negative consequences of allowing the present situation to continue unaltered.
2. Present the advantages of change. Explain the benefits of proceeding in a new direction and address the "what's in it for me" factor. According to Ashley Harshak, in her article "Making Change Happen, and Making It Stick," you need to build both an emotional and a rational case for change.
3. Outline a detailed plan for change. This plan should describe specifics: how, when and what. Explain get from point A to point B, supply timelines or deadlines and identify roles and responsibilities. Resist the temptation to gloss over details or downplay the temporary discomfort that change may produce. Be honest. You don't want to trick people into change but focus on how the pros outweigh the cons.
4. Get the involved parties to agree with your assessment. With the exception of your kids or employees, you can't get anyone to change without their consent -- and even with your kids and employees, chances of success are greater when they concur. Address concerns that they may have and implement their suggestions if it doesn't significantly alter your plan.
5. Reinforce change with friendly reminders, words of encouragement, incentives and rewards or stern warnings, depending on the situation.
Tags: case change, Change Happen, kids employees, with your, your kids