How do I get the dead wood in our team to get with the program?

Dear Aunty B,

I work in a large organisation that has just spent a considerable amount of money on a consultancy to develop a strategy to help us perform a critical function more effectively. The strategy is sound and the senior management love the proposed direction, but it recommends restructuring of our business unit to deliver on key business priorities.

A number of senior people in our team (who have been there for many years) are really nervous about what the changes may mean for them and despite agreeing that the current structure does not work, they are now actively peddling doom and gloom about the potential changes, without even knowing what they might be!

I am gob smacked at the unwillingness of these supposedly experienced managers to realise that without change, we are unable to evolve and prove our real value to the business. Any suggestions for getting the dead wood in our team to get with the program?

Frustrated future leader

Dear Frustrated future leader,

Nobody likes change except a wet baby so I have no idea why you are gob smacked. Many employees are incapable of seeing the big picture and just like to stay in their comfort zone, doing the same thing, day in, day out.

That’s why they will always remain employees and you, my friend, will be a future leader.

Uncle Col (Colin Benjamin) is a great change manager and here are his four tips for successful change management.

• Recognise that everyone must have the chance to submit better alternatives for consideration by top management or the board, with a written response back to those offering opinions.
• Hold a series of implementation sessions with an outside professional consultant that ensures that new and old measures are raised and concerns expressed.
• Develop a clear timetable for changes so that everyone has an adjustment window of opportunity to find an alternative position.
• Then have senior executives offer one on one meetings with those that are (a) anxious, (b) resistant and (c) wanting to find another position elsewhere.

May I add this final point. There is always a bit of fallout from change. Some people who may have had itchy feet will use it as the “excuse” to find another job. And others, who feel they truly hate the changes, will leave as a protest.

But there’s no harm in that as it creates the opportunity to bring in people with new skills who suit the new strategy and don’t have any old baggage.

Good luck!
Your Aunty B

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