Agreeing With Cynics For Shutdown

The usual approach to dealing with cynics never works.
The harder you shout, “no, really, this time it’s different,” the harder they think how they’ve heard all that before.
When it comes to organisational change, you’re going to face these cynics. They’ve been around the organisation (or others like it) for a while now. They’ve seen change come and go. They’ve seen how organisations are a writhing mass of constant activity with no real progress.
So when you announce your change initiative, it’s hard for them to get excited.
After all, if change excited them, they’d never calm down.
And as far as your cynics are concerned, here’s what change means for them:
A lot of work, on top of their normal work.
Plenty of new acronyms, terms and team names to (re)learn.
Disruption, confusion and moving folk around.
Then, after a year or two of this, their leaders list all the ways the change initiative improved things. This list will no doubt be highly exaggerated – but even if it wasn’t, it won’t be worth the hassle.
Here’s the thing:
The cynics aren’t wrong.
Despite your best intentions, it’ll be a huge burden on your employees.
And at least some of your organisation’s leaders will politicise, exaggerate and distort whatever happens to suit their own agenda.
Change is horrible.
But it sure as sugar beats the alternative.
If you want to get a handle on the cynicism haunting your organisation, then you need to start with honesty. Admit that change has sucked in the past and it’ll suck again. Say that you’ll do your best to make it as easy and worthwhile as possible. And make it clear that not changing isn’t an option.
None of that will help, of course.
Cynics are cynical for a reason.
Mostly because they’ve heard that before.
Even so, it’s up to you to say it – and to mean it.
It won’t do much. What will really soothe the cynicism is when your people see you living up to that standard.
Are you actually reducing their burden as much as possible?
Are you fighting on their behalf, as hard and as visibly as you can?
When things go wrong, are you frank, open and compassionate with your people?
If they come to you with problems are concerns, does that help – or do the problems get worse?
These are easy things to say and difficult to do.
But this is why cynicism is so entrenched. Leaders start off with big promises and genuine intentions, which get crushed by the reality of change.
The victims are everyone – you, your people, your organisation.
The answer isn’t to dial back your promises. It’s to be realistic, and to somehow do the impossible.
If you can figure out how to do that for your people, you’ll probably be the greatest leader they ever knew. So yes, the task is momentous, but the rewards are even greater.

The best way to enhance your organisation is with the ultimate advantage: trust.
But how do you measure something like that, let alone improve it?
Especially if your workforce is stretched thin, cynical and burned out on change?
There are simple, effective and proven strategies you can begin implementing today. I know you can unlock the creativity, productivity and joy of your employees.
Learn how today with my free white paper and all the resources you need to launch your own trust-based change initiative:
https://battenandking.com/advantage

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