One of the biggest challenges of leadership is implementing change. Truth told, implementing change is a challenge for most people.

More than 600,000 people die each year from heart disease¹. And yet, of people diagnosed with heart disease and told by their doctors they must change their lifestyle or die, only 10 percent have changed their lifestyle in the subsequent two-year period.

Change is so difficult that people often chose death over change.

If change is so difficult on a personal level when the stakes are so high, imagine how much harder it must be for a leader trying to implement change. Although change is inevitable, we are by nature resistant to change.

What can leaders do that will invite their followers into the change process with a willingness to help bring about the change?

Create the urgency for change. Change takes time especially those changes that will move people out of their comfort zones. Therefore, before you start asking them to change, create the urgency to make the change and help them understand why it’s necessary to change the status quo.

Do your research, talk about it with them, and bring in an expert, using all these to help them understand the urgency for the change you know is needed.

Don’t assume that because you see the need for change that you followers do too. It is your task as leader to create the urgency for change and clarity about it in the hearts and minds of your followers before you start asking them to change.

Create a vision. People need to see where you are asking them to go. The best way to do so is to create a clear, focused and attractive vision of where the change will lead. A vision says something about the direction in which you want to take your followers. It needs to be relatively easy to communicate and appealing.

If you have to explain your vision after you have shared it with someone, that may be an indication that it is not as clear or focused as you think.

Know the change tolerance of your people. This is crucial. Sometimes a leader sees the need for change, is excited about it, and assumes that everyone else will be as excited. The reality is, change is hard, and people are not always as excited, or they may have already been dealing with a lot of change and be suffering from change fatigue. Thom Rainer makes the following observation about change tolerance.

Some fast-paced leaders look at the organization only from their perspective. They fail to put themselves in others’ shoes to consider what this change might feel like to those directly impacted. These aggressive leaders need to ask more questions and listen more carefully. They may be surprised to hear how those directly impacted will respond to the proposed changes.

Be Patient. Remember change is hard, so you have to be patient in two crucial ways.

One, the change you might be desiring may be more than your followers can deal with at this time. It would be wise to temper the change by giving your people time to get on board. It might be too big and too fast. Break it down into bite-sized, manageable chunks.

It is better to get less done as you are getting started and build on that, rather than overwhelming them and losing them right at the beginning.

Two, be patient with the people as they adjust to the change. Don’t push them too hard, neither should you give up on the change because they seem unwilling to participate. Did I already say change is hard? Therefore you cannot let your impatience get ahead of you when it comes to implementing change.

Are you struggling to implement change? Look over the above suggestions and see which of these can probably help you with the implementing the changes you want.

If you would like help in achieving your goals as a leader or in any area of your life, call us at 208-880-0307 or email us at errol@errolcarrim.com to schedule a complimentary coaching session. To read Errol’s other posts, visit Christ-Centered Life Coaching.