Underlying Tactics to Implement Change

When you push people to change, they’ll push back. So, have you ever wondered what’s the secret behind affecting gradual yet long-lasting change?

Persuading people to change for the better is integral in business, relationships and other areas of life. But the problem is change is unsettling and that’s why people refute it.

As the National Director of CorporateConnections UAE, I’ve seen how veterans act as a catalyst for change for fellow members through meaningful interaction and the exchange of valuable ideas and experiences. I believe initiating change starts with identifying the barriers to change, overcoming these roadblocks in a subtle yet compelling way and celebrating small changes that lead to the big ones.

As change is integral in one’s development journey, in this article I explain a few realistic approaches we can use to implement change.

Focus on the benefits

People consent to change only when they realize its associated long-term benefits. E.g. During the pandemic, governments all over the world released messages based on fear appeals- Wear masks, stay at home. Initially people were hesitant to follow only because they were forced. When messages shifted to safety appeal emphasizing on their well-being, change got accepted at a faster rate.

Winning trust

You need to win a person’s trust to change his/her behaviour. E.g a bank executive trying to get customers to utilize a new app would face initial resistance from the crowd. This is due to uncertainty about the app’s use, its features and underlying trust issues.

The uncertainty and trust issues can be resolved by providing full-fledged awareness and training to familiarize customers with the app and sharing articles that educate on its benefits. Further demonstrations and trials can gain the customer’s trust in data safety. Also, once they realize how transactions are simplified, they’ll be willing to use it.

Ask for less, bridge the gap

We often encounter conflicts when enforcing our views or opinions. If you advocate something must be done only your way, members will certainly push back and reject it. To appear less contradictory, instead of asking to fully accept your views, ask for less to bridge the gap towards acceptance. Demonstrating several possibilities can also help members buy your ideas more quicker.

E.g. An overweight man habituated to drinking 2 litres of carbonated drinks daily wants to reduce his weight without giving up the habit. The doctor shrewdly advised him to drink 1 litre instead of 2 per day. After a month, he was advised to limit it to 0.5 then so on. Instead of a total stop, a gradual reduction in quantity helped him limit consumption and lose 25 pounds.

Give options

A salary hike or a reward for meeting sales targets is awaited by your boss. Barging into his office to tell him what he needs to do may offend his ego and attract a ‘no’ for being told to do so. Instead, present options such as your eligibility for increased compensation or a sponsored holiday and get him thinking about it. A choice of options channelizes his thinking on which to consider and keeps the conversation alive in mind.

Lastly, I affirm change is no overnight process but when a catalyst is introduced in the equation its pace can be accelerated. Joining CorporateConnections is a sure route to propel change and growth in your entrepreneurial journey. Get in touch with me to know more