Inbound Comments and Links — July 2008

Stealing a march from the folks over at RelentlessPR, thanks to all linkers and commenters.  Links and comments are the about the only way for me to know if I’m writing something interesting, useful, or at least provocative.  I appreciate each and every one.

NOTE: I’ve registered at as a way of viewing all my comments and links in one place.  It also helps direct folks to your blog.  I’ve you haven’t registered there, I recommend it.



Acknowledging fear when leading change

Wow, the latest PM Blog Carnival (here) sure had some blogworthy entries in this edition…this must be my fifth post inspired by it.  Louise Manning at The Human Imprint had a set of key change management steps (here), the foundation of which is her riff on the well-known Gandhi quote:

“You must be the change you wish to see in the world.”  How does a manager facilitate change – well they need to engage and enable their staff.

I was struck by the vivid example of a father fearing the birth of his children in a change management post by Martha Rice (here) at the CMOE blog.  Fear-based resistance requires a determined, yet gentle change strategy based on acknowledging the fears, accepting those feelings, then adjusting those perceptions to the reality.  Her bullet points are a useful aide memoire:

  • Demonstrating commitment; clarifying your reasons for the change.
  • Inviting questions and responding promptly
  • Using active listening skills; show that you hear and understand the concerns of others, but don’t take on or “own” their burdens
  • Increasing communication and information sharing
  • Reinforcing the value of your team members
  • Providing regular updates on the progress and benefits of the change (e-mails, bulletin boards, memo’s, briefings, etc.)
  • Working through the “harsh realities” of change
  • Being accessible to team members
  • Setting aside time for individual coaching
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