Doubt can be a drag on an organizational change initiative. It cultivates a wait-and-see attitude and can breed cynicism about the change. To influence change, remove doubt.
What do people doubt when it comes to change? Here are some examples:
- Leadership resolve
- The motive for change
- The ability to make the change
- The wisdom of the change itself
- That it’s not a passing trend
Listen for the seeds of doubt in your organization so you can focus some effort on providing evidence that the doubt is unfounded. For example, if people doubt the ability for the organization to change, demonstrate early successes; if they doubt the motive for change, focus more on proving the reason why the change is important.
How might you remove doubt?
Read more of the 99 Ways to Influence Change.