“We need to get people

on board with this new direction,”

one executive remarks

as she describes the situation

her division is facing.

I’m on video call earlier this month,

meeting with three leaders

of a multinational company, and

they’re telling me about the challenges

they’re struggling to overcome.

Another exec chimes in.

“The teams are feeling that

the change has happened to them,

and they’re resistant.”

This issue is not uncommon, and

so much of it has to do with the way

a new plan, process, or system

is announced and integrated.

Whether it’s your team,

your life partner, or your kids,

people in general don’t like change.

They don’t like disruption.

So how do you get others on board?

How do you move an initiative

forward and get “buy in”?

How can you help others

see change as opportunity?

There are many strategies,

but one key approach is to make sure

those individuals who are

most affected by the change

have a voice in the process.

What I said to these leaders

on the call is this:

“What people contribute to

they are more likely to support.”

And I said it again this past week

on stage for a different group where

I served as the closing keynote speaker.

This brief clip at Hyland’s user conference

for 1,600 professionals

—all from different organizations

who need to return to their teams

and get buy in—

will offer you a bit more insight.

Bottom line:

Find a way to include others

in your process so they feel part of it,

vs. having change foisted upon them.

Risk Forward & Lead On,

Learn more about Keynotes, Communications Workshops and Rock The Room® Presentation Skills Coaching.