There are lots of good ideas for bringing about organizational change over at Manage to Change, but today I especially like Ann Michael’s 
take on pulling others in the solution.
I especially liked Ann's reminders that:
1. Open conflict can be good: As frustrating as it might be to respectfully (and often, repeatedly!) listen to objections and work through them in a positive manner, remember that open conflict can be a good sign.
Until people are willing to voice their concerns sustainable change will be nearly impossible.
2. Snipers can be pulled into the solution. Sniping, according to Ann, “is when someone repeatedly finds something wrong with the change approach or otherwise voices reasons the organization should not proceed. This person never offers any advice or assistance in combating the issues they raise. They shoot from a safe distance and then run.” Ever meet one of these … I’ve met a few who snipe at the change agents on their way out the door! And I have not always followed Ann’s idea, but I like it, and when I have tried it, it seemed to work well…
“Deal with the sniper by pulling them into the solution. If their issue is vague, they need to either help define its specifics or acknowledge that it’s not an issue at all. If the issue is specific, convince them that their unique knowledge is needed to solve the problem.”
Ann is also right about the consequences of leaving “snipers” out of the change action. “If they’re not involved, they will keep finding one issue after another with diminishing returns to the change effort.” What do you think?
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