Supervisor-Skills-Reference-Guide

LEADING CHANGE
While most major agency changes come from upper
management, significant operational changes almost
always are led by supervisors. They are closest to the
work, know their people, and have a good sense of
resources at hand. In some cases, however, changes at
this level can still be resisted. There are ways to reduce
the severity of the resistance with little damage to
relationships or the work itself.
1. Describe WHY the change is needed and what
specifically will change.
2. Seek reactions to the proposed change.
3. Clarify their misunderstandings or questions,
acknowledge good points that are raised, and do
not judge or dismiss things at this time.
4. Given what was said above, ask for ways to make
the change go as smoothly as possible i.e., how to
overcome the stated concerns.
5. Seek support and commitment from each
individual.
6. Create a plan
with
monitoring
and milestone
analysis.
Source: Achieve Global
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