Persuading Senior Executives to Live the Change

We have a constant challenge persuading senior leaders to live the change they are asking us to introduce. What should we do?

I’ve been pondering this question since a UK change management consultant asked it a little while ago.

My gut instinct is that senior people will support change when they understand what we are asking of them, when they can see the benefits for themselves and their teams, and when they trust us to deliver.

Three words – clarity, trust, motivation.

Here are some suggestions that will help uncover root causes of why executives are not being supportive. And help win their trust and active support.

1. Be clear why you want them to live the change and why they should do so

Explain from their perspective and give benefits that will motivate them.

2. Explain clearly what you are asking them to do

What living the changes looks like in their behaviours, their attitudes and mindsets, and the language they use in conversations.

3. Check they understand and are willing to do what you want

You can do this via personal, private conversations as well as observing their behaviours and what they say to their team members. Some people will say one thing to your face and do another when you are not there.

4. If they are not willing, find out why

There is always a reason. It may be they don’t see the relevance to themselves, they disagree with the change, or how you are asking does not fit their personality and character.

Once you work out the reason, you then have the challenge of deciding how to respond to get the outcome you want.

5. Recognise their efforts

Recognition is powerful when it is in ways that work for them. Usually this will be saying a personal thank you in private and explaining why their support is making a difference for you and for the organisation. Give thanks in public is also good when it is helpful for the person.

Jo Ann Sweeney is an Explaining Change Expert supporting change and transformation professionals as they build trust and rapport with their stakeholders.

You can bring Jo Ann in to lead communication of your transformation, train your team on how to clearly explain change, or mentor key members of your team.

Contact Jo ann at support@sweeneycomms.com