I talk a lot about the importance of one-on-one conversations when change is underway. These one-on-one conversations are essential – people won’t always tell you what you need to know if they have to say it in front of a group.
And these conversations are entirely different from the regular one-on-one meetings leaders should be (ahem!) having with their people. These are specifically related to the change and its impact, and not about performance expectations. They are fact-finding missions, learning discussions, intended to help you as the leader listen in order to understand how the change is impacting each individual on your team.
And then there’s more, another necessary step, because those individual conversations must lead to explanations in team meetings.
Team meetings, where you explain what you learned in those individual conversations, giving credit for good ideas and never, ever revealing who complained or criticised. Team meetings where you describe what’s going to be different – how the knowledge and understanding gained from the individual conversations will improve the way the change initiative happens.
People need to know that their input makes a difference.
They need to know that, even if they had nothing to suggest this time around, their input will be welcomed and helpful in the future.
This is how you build trust and demonstrate respect.
This is how you build a team.
Want to know more about these conversations with your people? It’s an essential part of change leadership! Drop me a note through my contact form and we’ll set a time to talk.