One of the common perceptions of organizational change is that you need to convince people to do something that they don’t want to do. Quite a bit of doubt can arise from this perspective: you may feel that you don’t have enough influence in the organization, or perhaps it feels like you are manipulating people. The common response: determine all of the arguments people might have against the recommended change and come up with responses for each one. Convince yourself first that the change is necessary, and that you have all the arguments you need to combat any resistance.
But even having a ready list of responses may not quell your own doubts and fears. I offer that there is another way to approach the situation. If you believe that transformation is necessary and would make the organization better, enough that you are willing to step out and do something about it, then it’s possible that others feel the same way. If you have doubts that people will do what you propose, then you may be making assumptions, either about yourself or others, that may not be true.
Inquiry: What have you convinced yourself of that may not be true?