What can we do to help our people to change and develop themselves?
25 May 2007
We could just TELL them of course and then stand back and wait for them to get It. If they don't get it first time then we just TELL THEM AGAIN and continue to do so but LOUDER until they finally do get it and acquire and adopt the skills, attitudes and behaviours that we want of them.
Does this soumd familiar to you in your Organisation? I do hope not!
All that TELLING PEOPLE LOUDER OR REPEATEDLY achieves is more resistance to the idea on principle.
So why is it that this direct TELL approach doesn't always work and when is it that it might work effectively?
It works effectively when there is absolute certainty about the knowledge or facts that you are trying to impart and where there can be no debate or doubt about it. For example when dealing with scientific facts, mathematical principles e g accounting information, The Law of the Land, Rules and Regulations, Health and Safety situations, imminent danger, binary I.T. Systems actions etc.
For all the rest of the change advice input that we trying to get across to another person then we should consider the following factors:-
have I explained the reasons why and any benefits from the change or penalties for not changing?
have I looked at it from their point of view?
are they equiped and ready to change?
do they need more time to understand or get used to the change?
what support might they need from you or someone else to work through this change?
what might get in the way of these changes?
am I acting in a way that is consistent with the change I am suggesting or requesting?
what is in it for them?
have I asked them nicely?
have they and you considered all of the options?
It is only when you empathise with the other person and have taken these other considerations above into account that change in others becomes feasible or likely.
If you would like more iformation about helping others to change then please contact us.
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