Your organization is ever changing. New technology. New employees. New techniques.
But getting the buy-in for change can be difficult. I want to give you an easy way to implement change within your organization today.
Sometimes changing course in your organization can seem impossible. The ship is already on it’s predetermined path and there’s nothing you can do.
That’s where you’re wrong. You can bring new ideas to the company and it’s easier than you think.
Who You Shouldn’t Start With
Implementing change is all about who you start with. Start with the wrong people and you’ll sabotage your chance at success.
Many times we think we need to start with our top performers. Those A-players who are knocking it out of the park.
This is where we often go astray. The A-players find it much harder to adapt to change. They’ve already got their winning strategies and they like to stick to what works.
They’ll often resist the change the company needs.
Want to get the buy-in you need? Skip the A-players.
Who To Start With When Implementing Change
So now you know that you shouldn’t start implementing change with your top performers, you’re probably wondering who should be your target.
I recommend going for your B and C-players. The ones who are not performing to the top standards. They may be struggling to grasp company concepts or just not reaching the goals set out for them.
Your under-performing employees are looking for a chance to move up. They’re willing to try out new ideas and new ways of doing business.
The hunger they have for success will drive them to the new techniques you offer.
What Happens When They Grab Onto Change?
You’ll be amazed at what happens when your under-performing team grabs onto the change you see for the company. As they begin to implement the new techniques, things begin to change.
Your under-performers begin to see success. They transition to sub-par employees to the A-team.
Along with this success, they begin to see themselves in a new light. They begin to see themselves as valuable to the company and an asset.
Your A-players will also take notice. They’ll see the changes you’re trying to implement are valid. They’ll see that they work!
And this will make them want to implement them into their routines. This will help cement the changes your company needs.
Once again, take time to give your B and C-team members a chance to grab onto the change. As they succeed, others will take notice. Other members of your company will begin to latch onto the change. Eventually, the change will be implemented throughout the entire organization.
Question: Do you need to stop ignoring your under-performing team members? What do you do to get the buy-in for change? Please share your thoughts in the comment section below.