Here are four steps CEOs must take to win over those who resist their ideas for change:
1. Identify what about the plan causes fear. Though their fear may be rooted in individual concerns, it is important to unpack it because chances are many other employees feel the same way.
2. Understand fears. Why may people be resistant to change? It is vital to know how much of fear is based on rumors, how much comes from negative results of past corporate actions and how much is based on other factors.
3. Recognize the fears as valid. People do not want to hear that their fears are misplaced and misguided, and recognizing their fears as valid can help set the table for beneficial conversations.
4. Tailor communications to the fears. Most leaders try to address their change efforts by only highlighting the benefits of proposed change, but if communication methods address specific fears, employees will feel more included in the process and heard.
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