"Most people are more committed to a familiar discomfort than they are an unfamiliar discomfort" Lisa Nichols. 

Read that again! Do you agree? 

Change can be hard and what is seen as resistance is often just a lack of information and clarity. 

Yip! You got it, change doesn't need to be something that always causes discomfort. By adding a few more conversations about the how and why changes are occurring, people can feel a lot more motivated and inspired by the new proposal. 

You do not need to create a situation where the team are having the "Zoomies." (Like calves when they are first released onto grass - they don't know where to go or what to do!)

Here's ten tips on helping your team when you propose a change that will impact on them:

• Be clear on your intentions of how you want your team to feel during this time. (An Emotional Culture Deck Change Workshop can help you map this out).
• Know your timeframe and build in extra for "teething" problems
• Know what staff it will impact and how
• Think about ways to minimise the impact
• Be clear on what resources you will need for it to be successful (time, budget, staffing, machinery...)
• Set a communications plan to keep impacted staff informed, before, during & after the change
• Give the staff an opportunity to provide feedback - they may think of ways to implement that you had not thought of
• Have a Leader that is responsible for ensuring the staff feel safe and supported with the changes, before, during & after the change
• Keep staff informed of any variations to the plan and how you plan to mitigate any disruptions
• Upon completion, review the process and include the staff that it impacted.

Change is generally to do one of two things: Solve an issue or Improve a process to allow for growth. 

Either way: Change should be positive. You and your team should feel good about the change and when we feel good about it, we become early adopters and supportive. Win;Win.