One paradox of leadership is that while everyone hates change, it’s essential to both individual and organizational success. The manager’s job is to know when change is necessary, and then make it happen. This Quick Take Package includes five research-based micro-videos that give managers tools to address resistance to change, handle the rumors and gossip that inevitably spring up, and deploy behavior-change tactics that go beyond the obvious reward-and-punishment approach. And finally, your managers will learn how to handle the particularly difficult changes required when they must lead in a full-blown crisis.
The videos included in this package are:
Change Management: How to Disarm Passive Resistance
Don has been working for you for a long time. He likes what he does and the way he does it. And you’re about to mess that up. You need him to take on new duties or change the way he works, but Don is pushing back. In this Quick Take, you will learn the “secret message” employees are sending you when they engage in passive resistance, how to get greater buy-in from employees and the worst thing you can do with an uncooperative employee.
When Your People Resist Change: Turning Objections into Objectives
Good people resist change for lots of reasons. Perhaps they’re comfortable with the way things are. Perhaps they feel threatened. Perhaps they think the new way won’t work. As a leader, how do you respond? If you try to “sell” change, your people will feel, well, sold. And if you simply demand change, you get reluctant participation at best. In this Quick Take, you will learn how to deal with employee objections and win buy-in without being dictatorial or argumentative, why efforts to “counter” objections often backfire, why an objection is something to be embraced, and a three-step method to disarm resistance instead of escalating it.
Leading in a Crisis: How to Maintain Morale and Retain Your People
Leading people is always challenging, even when a company is stable and profitable. But leading in a crisis is exceptionally difficult and requires great skill. When times are tough you absolutely need your people to be focused, engaged and committed to helping you pull through. But that’s no simple task when morale is down and retention a real concern. In this Quick Take you will learn the single most important leadership strategy in a crisis, which will give you the credibility to lead effectively, a key insight into the psychology of your employees that will help you motivate and retain them and a managerial roadmap for engaging employees in a time of crisis.
Controlling Rumors: Filling the Vacuum
Rumors happen when employee anxiety collides with an information vacuum. If you don’t fill the vacuum with facts, your people will fill it with rumors. In this Quick Take you will learn the role managers play in spreading or defeating rumors, why rumors are a symptom of a larger problem – and why you must fix that problem to keep rumors at bay, two critical ingredients that feed the rumor mill, how to effectively address a rumor that’s already out there, and how to turn rumor mongers into TRUTH mongers.
Changing Behavior: Why Rewards and Punishments Often Aren’t Enough
In this Quick Take, you will learn why carrots and sticks are often the wrong approach to changing behavior, an often-overlooked driver of change that can be more effective than rewards or punishment and two questions you should always ask before you try to change anyone’s behavior.
This package includesFor each of the Micro-Training videos, you'll also get:
Prove that the learner(s) understand the concept and increase knowledge retention.Discussion Guide
Facilitate a discussion, connecting the concept to your unique challenges.Summary Sheet
Revisit the concept as follow-up or in the moment-of-need.
How do you use this?Multi-video packages are for companies that want to take a deep dive into a single skill area. Each package contains several carefully chosen videos that create an extended learning path. Devoting two to three months to exploring a topic from multiple angles results in more sustained engagement in training, better knowledge retention, and more effective deployment on the job. To kick start Micro-Meetings
Micro-training makes it easy for managers to facilitate meetings where teams develop shared vocabulary and benefit from peer learning.To kick start one-on-one coaching
Micro-training is extremely tactical and it’s a great tool to help managers frame very specific, skill-based coaching interactions.As self-directed learning
Micro-videos are a solution to a specific skill challenge. For example: “How to handle an employee who has a bad attitude,” or “How to handle a price objection.” You have a question. You find the right micro-video. You watch it on your own. You deploy the skill on the job.