In Stage 2 of Change, people have typically worked through the feelings of loss of control from stage 1 and directly into more FUD: Fear, Uncertainty, and Doubt of what the changes will bring.
They might be feeling some resentment toward the changes. Perhaps their thoughts are skeptical that the changes make sense or that they will be better than the current way of doing things. Behaviors will display signs of resistance to the changes. In this stage, it’s hard to people to see it in another way than they are used to.
Signs of resentment, skepticism, and resistance will likely be greater if they feel the change was thrust upon them. As Peter Senge says “People don’t resist change. They resist being changed”. Few people will accept change quickly if it is thrust upon them. It’s human nature.
We can support others in this stage best by clearly describing WHAT is changing, WHY it’s changing, and HOW the changes will impact them.This will help to paint the picture of the new reality in their minds.
It’s important to listen to all their concerns, questions, and suggestions and thoughtfully address each. It’s never too early to help people identify as part of the solution.
The secrets of this stage are time, patience, and consistent messaging. It can also help to leverage change champions from the same areas of work as others that are impacted. Hearing this same message from your peers can help people move from Doubt to Reality faster.
What are some other ways to help people through the second stage of change?
Did you know there a six stages people move through when faced with change? Awareness of these stages and advice on how to communicate with the folks impacted throughout each stage can help to support them as they move from stage 1 to stage 6. This will also accelerate change adoption and making changes stick.
