A Guide to Better Management Managing Change

The first stage of being able to manage change well is to convince yourself that change is actually something which brings benefits.

the 1970s, Richard Bandler and John Grinder set out to answer the questions: ‘how do wildly successful people create their success?’ and ‘how can other people use the same methods to become wildly successful as well?’.
As a result of their study, they discovered something amazing: successful people might be successful in different things (an Olympic skier vs. a Wall Street banker), but they all had very similar beliefs. These became the NLP ‘presuppositions’, or the building blocks of NLP that every beginner needs to know.
Because without installing these powerful beliefs, you’ll find that trying to use the NLP strategies will be like running into a brick wall to get to your destination: difficult.
But the miraculous effect upon starting to believe these beliefs is not only do the NLP strategies start to come more easily, you’ll actually start using, adapting and even creating new strategies of success...naturally.

Successful change management is about taking the people with you. The first person you need to take with you, is you. And once you’ve done that it becomes much easier to take others along as well. It’s emotional rather than logical, remember that if you want to manage change you need to manage the feelings that people have and acknowledge that there is a fear of loss and that it can be changed into a looking forward for gain.

Do notice that the trick of asking the person concerned is a very good trick. If you don’t know how to deal with their resistance and everything that you’ve tried doesn’t seem to work, well why not ask them directly? What do you think would help you to overcome your resistance to this change? What would make a difference to your attitude, what would make it easier for you to accept this change? They’re simple questions, ask them directly and you’re likely to get some useful information

Rather than have that happen, keep people informed, tell them that you’re thinking about making a change. Tell them that you’re considering the options for the change. Tell them that you’re about to make a decision about exactly what change you’re going to make. Tell them that you have now made that decision and tell them what it is. And then tell them what is going to happen next, how the transition will take place. Keep telling them what is happening,

Most of the time they’re not given the choice of whether the change will happen or not, it is imposed. But you can give them a choice of how they make it work, of what happens as the change is implemented. Those choices that they can take a part in are very important. If you allow people to work out how change can be implemented well, you will find that they become far more committed to it and far more willing to undergo it.

I’m sure that you’ve experienced those who haven’t done this work on themselves in the first place. It’s the manager who comes forward to tell you that a change is going to happen in the organisation and as you watch and listen to this manager, you realise that that person isn’t comfortable themselves with the change that’s going to take place. So they’re not sure how it’s going to work, they’re not convinced that it’s going to be of benefit.

That’s why we’ve spent so much time examining what would help you personally to manage change more effectively. Because once we’re somebody who actually believes in change and can see it as being useful, we give off that message to other people.

We don’t learn anything if everything stays the same. When nothing is different, there is nothing to learn from, so we always have an opportunity when change is happening to learn. It’s what we’re very good at doing by the way.

required in the change. You don’t want to lose them. As people talk about the good old days they will begin to move away from them when they’ve identified the things which they can bring with them and also some of the things that they won’t be at all sad to leave behind.