People tend to resist changes … even those bearing benefits … when leaders fail to get their buy-in. Have you seen it happen?
It only makes sense … human brains oppose delivery of changes they had no part in creating. Similarly … people often fail to implement changes somebody else dictated. It doesn’t have to be that way, though. How so? 
1. Instead of saying … we’ll meet at such and such a time … ask people to suggest convenient times.
2. Rather than tell people what to do differently … ask their advice and gather suggestions about the action plan you have in mind.
3. Rather than criticize what went wrong … reward more of what goes well.
4. Before sending that memo to announce change plans … email a few questions to get people’s insights.
5. Avoid showing one side of either advantages and disadvantages … but instead … brainstorm both sides of the change issues … to ensure change adds value for diverse thinkers.
Perhaps people who resist change more because of its traditional impositions … would take a productive part in solutions ... if invited in as part of the process. It’s the difference between a staff meeting where one person only – talks … and a lively exchange about possibilities beyond problems.
Think it would get buy-in for improvements where you work?
