Facilitator Journal | Issue #0241, January 31, 2006 ....
Facilitating change is the essence of our work as facilitators,
trainers, and group leaders. In a world that is changing so rapidly,
we hear a lot about how people's resistance to change and the rate
of change make change very difficult.
In this week's article, "Do
You Resist Change or Being Changed?" submitted
by my friend Kevin Eikenberry, Kevin
presents five simple ways to influence change in others.
was interviewed on the topic, "Influence Change in Groups
and Individuals." In this recorded interview, you'll
hear ideas that will help both you and those you work with
to become more flexible and open to change.
See details after the article
Join National Memory Trainer Tom Weber
in an interview entitled, "I'm
sorry, what's your name again?" Learn simple
memory tips and insights to help remember those things most important
to group leaders--the names of their participants and key elements
of their presentations. Click
here for details
The Improvisational Facilitator Returns. Sue Walden
and I will be leading another session of the 5-day teleclass, "The
Improvisational Facilitator," the week of February 27th. This
class always receives rave reviews. We'll present powerful, practical
improv techniques you can use to immediately enhance your facilitation,
training, and group leadership skills. This class is very interactive
and uses many innovative experiential activities that will surely
surprise you. Register by February 15th for a $10 discount. Click
here for details.
Have a great week!
here for details
here for details
Do You Resist Change or Being Changed?
Ways to Influence Change in Others
Because of my work
as a consultant, trainer and coach I deal with change and people’s reactions
to it all the time. When a Client decides to work with us, they are recognizing
that some sort of change is needed. After all, if they want more effective
teams, better Customer Service, higher creativity, more effective training,
or more effective leadership in their organizations, something has to
become different than it is currently. Change must occur.
Because of this,
change is often at the center of our work, and we’ve learned a fair bit
about it. In short, here are two of the most important things I have learned
- People don’t resist
change, they resist being changed.
- Regardless of our
position, we become significantly more effective when we understand
change and how to influence it in others.
Most people nod their
head at the first one when I mention it, but some scratch their head at
the second. So let’s start there.
All of us have parts
of our jobs where we need to influence others to think differently or
to behave differently – in other words we need to be able to influence
Think about it this way.
Whether you are a janitor, salesperson, Customer service professional,
trainer, first line supervisor, manager, leader, or C-level executive,
are there times when you encounter resistance to your ideas, approaches,
and expertise? In these cases, does your job get easier and would the
organization benefit when you are successful in getting others to make
those changes? Of course.
We can, in fact, all be more effective in our work when we better understand
how to influence change in others. The scope of the change doesn’t matter.
Some of us are proposing or leading big sweeping organizational changes,
while others are making small procedure changes. All of us need to support
and champion changes, and therefore benefit from greater skills and understanding
in this area.
Resistance is a Key.
There are many factors or levers to influencing change, but one of
the key ones is reflected by my first lesson mentioned above – “people
don’t resist change, they resist being changed.” If we want to help people
change, we have to help them decide the change is in their best interest.
We have to influence people, not force change upon them.
Here are five things
you can do, starting right now, to influence change in others:
their perspective. Your perspective, goals, and belief in the change
don’t really matter. All that matters is the perspective and beliefs of
the other person. We must start by understanding their view of the world.
Determine their concerns, fears and assumptions regarding the change.
Doing this will definitely help you counter some of these concerns. But
the real benefit in truly understanding their perspective is that you
are valuing their opinion and they will feel they are a part of a conversation,
not a sales pitch.
perspective. You may not agree with their assumptions or share their
fears and concerns, but you can acknowledge how they feel. Let them know
that you understand their point of view and that it is a valid view. Part
of the reason people resist being changed is that they never feel validated
or acknowledged. Forgo this step at your peril.
Speak to their interests.
Once you know more about their issues and concerns you can help them see
a different perspective. By acknowledging their perspective as a valid
one, their mind will likely be more open to hearing a new perspective.
Talk to them about the differences in your perspectives. Reduce their
fears. Build a clearer picture of the future after the change, explaining
the parts of it that will be of greatest interest and benefit in their
tendencies. Everyone has their own natural tendencies towards change.
Some are more open and move more quickly to a new approach or system.
Others are more cautious. If you often find yourself as the influencer
of change, perhaps you are in the later group. Be aware that not everyone
will move at the same rate.
Give people some time. Let them reflect on what you have shared with them.
Give them time to justify a new position in their mind. Recognize that
by giving people time it may also help them “save face” as they begin
to advocate a change that they had previously opposed.
With these five approaches you give yourself a better chance to influence
others to change. Each of these alone will help you – but taken together
they greatly reduce resistance and help others move towards a changed
perspective and actions. At a minimum you will have reduced people’s resistance
to change. At best they won’t feel they are being changed – they will
recognize the change as their own.
the Author. Kevin
Eikenberry is a learning and leadership expert, and the Chief Potential
Officer of The Kevin Eikenberry
Group. The Kevin Eikenberry Group is a learning consulting company
that provides a wide range of services, including training delivery and
design, facilitation, performance coaching, organizational consulting,
and speaking services. Kevin
is the author of the best-selling book Vantagepoints on Learning and Life,
a contributing author to more than a dozen books, including the best-selling,
Walking with the Wise and publishes four ezines, read by over 100,000
people worldwide. Kevin's students and clients consistently rave about
his effectiveness, many calling him "the best trainer I've ever experienced."
Which of the
guidelines above have you missed in your efforts to influence change?
How do you plan to incorporate it in the future? Let
me know your thoughts and experience in this area.
Influencing Change in Groups and Individuals
how change can be
in your best interest
Featuring Kevin Eikenberry, facilitator, trainer, author, and
in Time" Learning
the role we're playing, whether a leader, facilitator, trainer,
consultant, or coworker, change is a part of our work. And if we
want to help people change, we have to help them decide that change
is in their best interest. In other words, we have to influence
people, not force change upon them. You'll leave with ideas that
will help both you and those you work with to become more flexible
and open to change. Some of the points we'll discuss are...
What are people's basic beliefs about change?
How to we get people to examine those beliefs?
How do those beliefs relate to influencing change?
What are the key levers, we can use to understand and influence
What things can we expect from any group?
How fast can we expect change, to be accepted?
How does our role impact our ability to influence change?
We'll answer any questions you have too!
seminar is free to FacilitatorU.com members.
Click here to view features and benefits of membership.
for details about this interview and registration.
Get the Tools
to Reach Your Goals . . . Today!
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and ideas of a group of worldwide experts! Buy a copy of the new book,
Vantagepoints on Learning and Life and you can receive over 40 additional
gift resources designed to help you reach your goals faster and more easily.
Be inspired and be educated! Click
here to learn more, see the gifts and get started!
Would you like to republish this or other articles from the journal? You
are free to do so providing you follow these guidelines.
easier than you think...your
life is already an improv!
improv techniques to become a more effective facilitator,
trainer, and group leader
February 27th-March 3rd, 2006, 10:00 AM Pacific, 1:00 PM Eastern
(NY Time), 75 minutes each day.
A week after the course I have
found myself talking about and actually using the techniques taught!
The experiential based learning really worked for me and I learnt whilst
having fun – always a good way to retain new learnings. The course
has provided me with a toolkit of great techniques to improve my own
facilitation, as well as some enjoyable exercises to use with delegates.
I have nothing but praise for both Sue and Steve, who walked their talk
with their own facilitation skills – they simply flowed through
the course with grace and intelligence. The content, the materials and
the facilitators is 5 star stuff and I highly recommend it to any facilitator.
--Amanda Alexander, Coach
and Founder of CoachingMums.com--
here for details and registration