Getting Buy In

One Key Element of Implementing Change Successfully is getting buy in, otherwise known as getting people in the boat.  Depending on the change, this buy in may be necessary from customers, employees, peers, or senior management.  Too often, leaders make the mistake of bullying through a change with resulting mutiny on the ship.

People can get on board and help move the change effort in the right direction only if they feel included, empowered, and hopeful about the change.

It doesn't matter if you want to change the color of the lobby wall, implement an entirely new computer system, or change the direction of the company, the aforementioned statement still applies - people can only help move you closer to the goal when they feel empowered, included, and hopeful about the change.

Nobody likes to feel like someone else's personal agenda is being forced on them.  

Empowered - Give me control of something!
Empowered means they need to feel some control in the situation.  From the Sr. Vice President to the Janitor, they need to feel empowered to make a certain amount of decisions regarding this change.  They need to feel important enough that you would not only ask their opinion, you would give them the autonomy to make decisions within their scope of responsibility.  Think about it.  That's one very big reason we resist change - because it makes us feel powerless, out of control.  And nobody likes to feel powerless.  If you want buy in, find a way to empower each and every person in some way.  Empower them to take issues to someone that can help while implementing the change.  Empower them to make decisions.  And empower them by utilizing their suggestions throughout the change process.




Included - I want to be part of the process!
Unfortunately, change often feels like you (or some other manager who doesn't have enough to do) had a great idea and now you want me to implement it. One way to gain buy in and have a successful change implementation is to include as many people as possible in the strategic planning of the change. Start including people as early as possible.  And include your naysayers and most likely to oppose the change individuals early, you will be better off in the long run.  These people are likely the loudest and may be the strongest influencers.  If you can get them on board early, they will fight the battles for you.  Start having little "what if" conversations with people.  Ask for their opinions.  


Many companies choose to work out all the details of a change implementation and then dump it on the employees.  The employees are angry and frustrated.  Often it isn't the change itself that makes them angry, it's the lack of inclusion.  It's feeling insignificant and unimportant.  

Hopeful - Give me hope this is going to work and be a good thing for us!
As human beings we all want hope.  That's why we watch pop culture shows like The Voice, American Idol - and movies like The Blind Side and Rocky.  We also want hope at work.  We want to know that all our effort will pay off.  We want to know this change will be good in the long run.  We want confirmation that we will still be important after implementation of the change.