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This article is written by Ella Dorfman, Senior Service Designer at the Home Office.

  • The problem: You know you should listen to your team before making organisational changes, but there are a multitude of reasons not to.
  • Why it matters: Considering people’s needs and diverse opinions makes a change more robust and less likely to fail.
  • The solution: Techniques that can make listening to groups easier.

You should listen to your team when implementing change. They are responsible for delivery, and without buy-in, change can be disastrous, stifling motivation, reducing productivity and even forcing people to jump ship.

💬 Let the author know what you think about the importance of including your team in decision-making by leaving a comment below

Just because listening to your team is obvious, doesn't make it easy. In fact, there are plenty of reasons not to listen...

**Reasons not to listen **

Reason 1: The required changes are no-brainers, let's just get on with it

You're already clear on what needs to happen because you've been working on the plan for ages. Discussions with the team just go around the houses and never lead anywhere. It's not clear why people have objections, maybe everyone should just get on with their jobs and stop complaining.

**Reason 2: It all needs doing yesterday, there is no time **

You are working to a deadline and this stuff has to get done. There's no need to let perfect be the enemy of good, your seniors have asked for action and there's not much leeway to adapt. It would be nice to get everyone's input, but that would take time you don't have.

**Reason 3: The team is way off the mark, the differences of opinion are irreconcilable **

You want to involve the team, but their vision is so divergent from where you need them to get to, that getting their input seems a waste of time. It's going to be impossible to reach an outcome that everyone is happy with, this change just needs pushing through and you can be more collaborative next time.

Try to quickly ascertain what people do agree on to free up time to tackle the more contentious issues head-on.

Reason 4: This is really hard already, do not make it more complicated

You’re struggling to process this change and it is throwing up new and unpredictable challenges daily. The views of the team are adding noise to an already chaotic environment. You’re beginning to feel insecure and defensive, you don't fully understand the change yourself, how are you supposed to pitch it convincingly?

**Strategies for listening to groups **

If any of these reasons not to listen resonate with you, or even if they don't, apply the following strategies to listen successfully to your team and have your change implemented with them fully included and onboard.

Communicate better, and more frequently

If in doubt, over-communicate. Start with why the change needs to happen and work on gaining agreement on this first. Remember the human factors at play and remain sensitive to individual needs.

Where possible, uncover the underlying desires and drivers that influence a team’s behaviour without them even realising, and use this insight to shape how you communicate with them.

Make time and create space

If there isn't enough time, then work out how to create it. Reduce the scope, extend deadlines or bring in more resources. Be pragmatic about what can be achieved and push back on unreasonable demands. Try to quickly ascertain what people do agree on to free up time to tackle the more contentious issues head-on.

**Structure your conversations **

Give people a framework to work within which is sensible and adaptable. Don’t expect the team to contribute meaningfully with just a blank sheet of paper. Set guidelines and offer up initial thinking to get the conversation started and encourage debate. Don’t totally relinquish control, you are still ultimately responsible.

Be honest with yourself and others

If there are things you're struggling with, be open with your team — they might even be able to help. Identify what extra support you may need, whether that's an impartial mediator to facilitate discussions, a specialist advisor to guide important decisions or a senior stakeholder to re-confirm the strategic ambitions. Try to retain some perspective and be genuinely ready to adjust the plan based on what you hear.

Adapting in consideration of people’s needs and diverse opinions makes a change more robust and less likely to fail. Putting in the extra effort and living with the odd organisational imperfection will ultimately be worth it.

Done reading? Make sure to share your own thoughts on why listening to diverse opinions leads to successful changes by leaving a comment below ⬇️

(Image credit: Pexels)