Creating More Change Buy-In & Engagement: Turning Resistance into Results
Creating More Change Buy-In & Engagement: Turning Resistance into Results
Change is inevitable, buy-in and engagement are not. No matter the size, scope, or level of the organization, the real challenge is inspiring people to engage and buy into change.
Why Buy-in to Change and Engagement Matters
When leaders create buy-in, the benefits cascade throughout the organization—professionally and personally. Teams and Leaders achieve goals more effectively, individuals feel valued, and customers are happier with services and products. In short, engagement creates a win-win-win-win for everyone involved. See some of the benefits others have gained:
Strategies to Create More Change Buy-in and Engagement
1. Increase Leadership Buy-In
Leaders are more likely to be motivated and support change when they see how it aligns with their goals. Leaders want to stay relevant, achieve goals efficiently and effectively, and be seen as innovators—not followers. Keep in mind, our uniqueness. Our uniqueness does lead to different buy-in approaches; some leaders are extrinsically motivated (reputation, recognition, avoiding negative outcomes) where others are intrinsically motivated (personal growth, helping others, satisfaction in a job well done). Framing change as a way to enhance organizational performance and personal leadership impact is key.
2. Understand the Change and the Impact of the Change
Understanding who supports change—and who doesn’t—is essential. A stakeholder analysis framework (link to more and image below) helps a. to identify both individual or group support levels and impact, b. uncover concerns and needs, and c. most importantly to develop influence strategies that meet people where they are. For example, a leadership team with low support of the change but high impact on the change may need real-world examples and how this impacts their role and helps support the accomplish their goals.
3. Get Everyone Bought-In and Engaged
With strategy 1 and 2 in place change buy-in and engagement can begin. Buy-in and engagement are developed when people feel respected, heard, connected, empowered, supported, and given opportunities. Opportunities to gain this can include:
Establishing clear roles, expectations, and how to contribute pain points and ideas to improve.
Helping people see the purpose beyond the task and how they impact the mission, vision, values.
Enabling data-driven decision-making at team and individual work levels.
Skill-building and developmental assignments to learn and grow more.
Providing timely and meaningful feedback along with recognition and celebration.
Participating in important improvement projects (team, cross-functional, and system-wide problem-solving).
Providing time to teach, coach, mentor, and develop team members.
Where to look for Engagement: Try out these bingo cards, to identify behaviors. What card is filled first? What opportunities are needed?
Recognizing these behaviors helps leaders respond with targeted support and opportunities. Leaders that role model their commitment, understanding, and provide opportunities and places for people to succeed will gain more buy-in. When engagement is high, everyone benefits! To explore how Continual Impact can help create more buy-in and engagement connect with us.
