Becoming familiar with DiSC types (a tool that measures personality traits linked with behaviors) will assist with managing change as well as with obtaining buy-in. Note: we’re all a blend of the 4 styles, no style is better than another, and our style preference may change based on the situation.
There are 4 primary DiSC styles; here’s a high-level recap linking DiSC with Change:
Ds – Dominance
Tend to make quick decisions; may not take the time to obtain all relevant information
Is – Influence
Are excited about change, want to talk about it, but may not excel at executing it
Ss – Steadiness
May seem disengaged when faced with change as they are driven by harmony and stability
Cs – Conscientiousness
Are accurate, logical, and analytical and are wired to find flaws and mistakes
Tips for managing change based on each style:
For Ds:
- Explain the intent and the desired end-result
- Give them a role and get them immediately engaged
- Remind them that others may resist the change; be sensitive of any concerns
For Is:
- Share why the change is exciting and necessary
- Utilize their excitement to get them involved and to engage their colleagues
- Listen to their opinion and a provide a plan (including follow ups)
For Ss:
- Reassure them that things are under control and on track
- Ensure that they understand directions, strategies, and their role
- Involve them as soon as possible to reduce stress and encourage colleague support
For Cs:
- Ensure they understand the reasons for the change
- Provide them with a detailed and logical plan and listen to their thoughts/feedback for improvements
- Assure them that their expertise will continue to be leveraged
Knowing the Change Curve Model is also helpful. There are a few different models with varying components. The range includes: Stability, Immobilization, Denial, Anger, Bargaining, Depression, Testing, Acceptance, to denial, anger, bargaining, depression and acceptance, and yet another includes: anxiety, anger, acceptance, adjusting and adapting, and action.
Regardless of the model, a commonality is that change is not immediately accepted. Change is a journey, will likely be challenged, and initial responses are often negative.
Communication is key; utilize the tips for managing change based on each team members’ style and understand that acceptance takes time!
Sincerely,
You can’t build an adaptable organization without adaptable people—
and individuals change only when they have to, or when they want to.
–Gary Hamel
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