It’s interesting to me that new things sometimes seem fun and other times scary… and not only by individual; it may be time, impact, current situation, or something else completely.
Of course I started to think abut what I can do and what leaders can do to make all the new things that come up FUN (or at least less scary). Here are my TOP THREE
#1 List the GOOD Things before questions Too often when new things are announced, facts are given and questions are answered – period, the end.
Next time try a different approach:
1. Share what prompted the change.
2. Explain the change.
3. Ask what good things they could see happening based on the explanation.
4. THEN ask if there are questions.
#2 Worst Case Scenario If you’re working with an individual you can talk it through to the ridiculous level (on purpose)… here is my recollection of a coaching conversion from years ago.
Coach: why not discuss this with your boss?
Salesperson: I might lose my temper.
Coach: what’s the worst thing that could happen if you lose your temper?
Salesperson: I’ll yell and be unprofessional.
Coach: what’s the worst thing that could happen if you…
Salesperson: He’ll write me up.
Coach: what’s the worst thing that could happen if you…
Salesperson: I’ll get fired.
Coach: what’s the worst thing that could happen if you…
Salesperson: I’ll wait in the parking lot and hit him with my car .
Coach: what’s the worst thing that could happen if you…
Salesperson: I’ll kill him.
Coach: what’s the worst thing that could happen if you…
Salesperson: I’ll be arrested.
Coach: what’s the worst thing that could happen if you…
Salesperson: I’ll go to jail for the rest of my life.
Coach: So you’re not discussing this with your boss because you don’t want to go to jail for the rest of your life?
Salesperson chuckling: well when you say it out loud it’s ridiculous.
Coach: ok, now you say it out loud.
>>> the salesperson then felt relieved and all the pent up anxiety about having the conversation was gone. It wasn’t an easy conversation – but those worst case scenario scenes inside the salesperson’s head weren’t in the way.
#3 Level Set in relation to THEIR goals I know it sounds funny, yet often managers and leaders expect salespeople to follow breadcrumbs through the forest instead of giving their team an easy to follow map. Even better – walk with them along the way.
Never assume people can hear about change and *poof* tie it to achieving THEIR goals. Make that direct tie part of your explanation of why the change is happening.
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