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The skills that help you create a breakthrough idea, can be the same skills that stop other people from adopting it.
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Creating a new idea requires you to challenge your colleagues. Getting that same idea adopted requires you to work with your colleagues.
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Innovators need ambassadors more than they think. Someone eventually has to make the crazy idea work inside the real organization.
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Conformity is not the same as buy-in. People can do what you are asking without believing in the change you are driving.
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Never confuse compliance with commitment to change. Incentives can change people’s behaviour without changing minds.
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If people stop participating in your initiative when leadership pressure disappears, you never had their buy-in in the first place.
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Not all resistance to change is the same. Treating bystanders like opponents is likely to turn them against your initiative.
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The people who actively question change are not your biggest problem. It’s the opponents quietly resisting that can be a challenge.
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Resistance to change is usually a learning opportunity. Before pushing hard to overcome it, understand what people are trying to tell you.
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Sometimes the person resisting your initiative is protecting something important that you’ve overlooked.
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Organizational transformation is not something you do to people. It is something you build with them.
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Stop trying to win over your biggest detractors. Build momentum for change with the people who already want you to succeed.
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Don’t launch a company-wide transformation at the beginning. Start with early adopters and champions who can help you to get early wins.
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During a transformation, your early wins don’t have to be large. They just have to be visible, valuable and verifiable.
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The best story wins. Celebrate your early wins with storytelling and you will attract others to join your initiative.
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Every transformation has bystanders watching and waiting to see what happens. Give them something worth joining.
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Social proof is the best way to convince hesitant teams to join you. People are influenced by what everyone else is doing.
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Push transformation creates motion. Pull transformation creates momentum. Learn the difference.
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The best transformations feel more like movements than programs. People join because they want to, not because they have to.
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Your job as a transformation leader is not to convince everyone. It is to create the conditions where people start convincing each other
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You know you have reached the tipping point for change, when people start asking to be part of your initiative without being pushed.
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If you have a transformation initiative you are working on, we can help you to create the social capital you need to get your ideas adopted. Join my masterclass to learn and apply practical tools to create the gravity that attracts people to willingly support and actively participate in change.
