Creating a motivating environment is essential for every change process. But if I want to have the ‘BUY-IN’, by principle, I need to have something to sell that the buyer actually wants.

Let’s imagine that I’m an ice cream seller… Will you buy my chocolate ice cream, even when prepared in the best way, with top ingredients and an attractive packaging, if you profoundly dislike how chocolate tastes?

Probably not.

So what would happen if I figure out, before trying to sell you chocolate ice cream, that there are other tastes you do like?

The importance of the H2H model

By valuing your opinion from the very start of the change process, by inviting you to take place in the ‘BE-IN’ seat and by being an active listener, I most probably will detect very soon in the process your likes, your dislikes, and the margin in order to maneuver. One might argue that, if the market only allows chocolate ice cream to be successful, I have no choice.  That’s probably right… but only for 5 or 10% of all changes maximum.

Most of the time, with some extra effort, if I use my people’s talents right, I can find with some flexibility the niche where my added value is appreciated. On top of that, studies indicate that up to 80% of the (human) change potential is already present in the company – it’s a matter of mining it right through change leadership.

In our ‘VUCA-world’ (Volatility, Uncertainty, Complexity and Ambiguity), agility is essential. But taking care of the H2H – human to human – model probably is even more important. And this is not only valid for millennials or Gen Z.

From change “BUY-in” to change “BE-in”

Expecting resistance to change and planning allows to effectively manage objections. Understanding the most common reasons people object to change, knowing that there will be resistance to change and recognizing behaviours that indicate possible resistance will raise awareness of the need to address the concerns.

If you want to dive deeper into the wonderful world of human behavior in (fast) changing environments, I will be conducting a workshop on the topic “Change leadership: the importance of change buy-in vs change be-in“.

This workshop, taking place on August 27 during the Solvay Leadership Summer Camp 2019, will give you insights into the why’s and the how’s of human behavior when confronted (what’s in a word) with professional and personal change. You will discover the subtle but crucial difference between communication and communication, learn to listen with your eyes and nurture your H2H.

Frank Mathues
Owner, International Coach and Trainer @ Meetrix