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Telling people about a new initiative usually isn’t enough for people to ‘want’ to make changes.

An action listed in a project plan doesn’t readily trigger responses.

Change doesn’t happen on its own. Way too much is going on. People feel they already have enough on their plate.

If you are asking people to do things differently, you too may have to step out of your comfort zone to try new approaches.

Try these 8 tips to change up your approach:

  • Translate the strategy or plan into a compelling case for change. Help others understand the situation, the size of the prize, and why it’s critical to address now.
  • Actively engage people in discussions to gain agreement, alignment, and commitment to the effort.
  • Communicate even when you get tired of the message. You may be surprised that someone is just hearing it for the first time.
  • Clarify the actions you will take and what you expect of others.
  • Be on the lookout for catching people doing something right and provide positive feedback, so you get more.
  • Change is uncomfortable, so expect people to resist, object, and express their concerns. Get acquainted with the issues that get in people’s way. Stay ahead of this discomfort by identifying the potential areas of conflict, and those sticking points where people get stuck or blocked. Get people to try small actions towards the new way.
  • Rarely does one organizational change happen by itself. Identify the organizational interdependencies and create a timeline that prioritizes and sequences all the activities, so people know what to focus on and when.
  • Monitor, measure, and celebrate progress. Create a positive learning environment for accelerating the change.

For more tips and leadership strategies to lead your change effort, check out my book; Change Up: How Top Executives Lead Change and Deliver Results, available at!