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How to lead when employees don't want to follow

How to lead when employees don't want to follow | Cultural Trendz |

Employees aren't going to like every decision you make. Strong leaders, though, know how to rally the troops, even around an initially unpopular idea.

John Maxwell, a prolific author who's written more than 60 books, says whatever you do, you can't buckle under unpopularity: "Sooner or later you encounter fierce resistance. Leadership feels a lot like peddling uphill, swimming upstream, or running into a stiff headwind. The challenge is to overcome the resistance instead of being overwhelmed by it," Maxwell writes on his blog.

Read below for Maxwell's suggestions on how to overcome stubborn employees unwilling to change.

Know that change creates friction.

Humans are creatures of habit, and changes in the day-to-day may upset their routines. So don't take opposition personal--it's bigger than you and your idea. "Leaders launch forward motion, but people stubbornly resist change because they dislike uncertainty. Most people would rather have familiar problems than unfamiliar solutions," Maxwell writes. "For this reason, you can anticipate having a tough time bringing about substantial transformations in your organization."

Don't forget the 20-50-30 principle.

"As a rule of thumb, 20 percent of your people will support your efforts to initiate change, 50 percent will be undecided, and the remaining 30 percent will resist you," he writes. He suggests not wasting your time trying to convert non-believers--it'll only backfire and make them resist you even more. Instead, court the 50 percent who are undecided and use the 20 percent to help convince them that your effort to drive change is positive.

Make a clear target.

Maxwell says that everyone needs an end goal to get through challenging, tough times. An employee needs to know his or her hard work will result in something beneficial. "As a leader, it's your duty to remind people of the benefits that lie just around the bend," he writes. "Without a sense of purpose, people quickly tire and lose heart."

Promise problems from the start.

Once you announce your campaign of change, be honest about the hardships ahead. If your staff doesn't anticipate problems, they're going to complain and you'll lose support. "Remind people of the rewards of change, but don't gloss over the difficulties," he says. "The nature of change is that things get worse before they get better."

Via Bond Beebe Accountants & Advisors
Vilma Bonilla's insight:

Leading change is difficult. Friction is often inevitable. However, resistance may be overcome by addressing employee needs. I have been deployed to help employees in the field to manage change. Difficult situations  call for direct assistance in the field where face-to-face guidance and support is needed to meet objectives.

When the stakes are high and the change is major, resistance is inevitable. That is precisely when employees need to feel the company is supportive, listening, and guiding them though a major transition. Once the initial difficult situation has been overcome, there should be a stronger and more supportive team working together towards common goals.


Bond Beebe Accountants & Advisors's curator insight, November 19, 2013 8:12 AM

Change always creates friction.  Learning how to properly manage and guide change in your company is essential to success.  

Scooped by Vilma Bonilla!

Simulations can reach Gen Y when other methods can’t | L&D

Simulations can reach Gen Y when other methods can’t | L&D | Cultural Trendz |

Training needs, tools and solutions are constantly evolving. As a health care executive at Raytheon Professional Services, Bryan Chance has been watching these trends evolve in his industry for years. Chance and his colleagues at Raytheon Professional Services have found that simulation-based training can help employers adapt their training offerings to accommodate their new employees’ learning preferences. I interviewed him to find out what Gen Y thinks of simulation-based training and how it’s revamping corporate learning systems.

What kind of training is Gen Y looking for?

Chance: Often, Gen Y employees will say they don’t need training. What they really mean is that they’re not interested in traditional classroom training. They’re far more likely to welcome experiential, technology-based training that aligns with the mass array of media they engage with on a daily basis. These multi-modal training solutions can tap into Gen Y’s experience with everything from video games to social media, making the training experience significantly more engaging and impactful than a traditional classroom-based, instructor-led, PowerPoint-based training.

Gen Y can also benefit from training initiatives that help identify competency gaps. Simulation-based training is a great first step in opening learners’ eyes to the fact that their skill levels may not necessarily match their knowledge bases. After many individuals’ first encounters with this form of training, they are often surprised by how much they don’t know. Having memorized their textbooks does not necessarily mean they are capable of applying their education in high-pressure environments and high-consequence situations.

I often work with recent nursing and therapy graduates who have extensive classroom experience, but don’t yet possess the hands-on skills needed to effectively and safely interact with patients. Simulation-based training gives students the ability to gain a better understanding of their surroundings and improve their skills in a risk-free environment.

How else is simulation-based training different from more traditional methods?

Chance: Simulation-based training creates safe practice environments, where mistakes are learning opportunities rather than potential disasters. A common mantra in health care is “see one, do one, teach one,” implying that once you have seen a doctor or a nurse perform a procedure and performed one yourself, you are qualified to teach the next batch of learners. It’s a clever and memorable saying. Simulation training can help improve on this knowledge transfer process by creating additional opportunities to “see and do” critical skills.

Can Gen Y participate in simulation training on the go?

Chance: Many simulation solutions are mobile friendly. Gen Y is an on-demand information generation, and the fact that simulation-based training can be made available on multiple platforms makes it possible for them to access information and training programs how they want to, when they want to, and in a form that best fits their learning style.

For the most part, Gen Yers prefer consuming information in small bites. The nature of simulation-based training allows learners to segment the training curricula into manageable pieces, so they don’t have to drink from the proverbial fire hose.

Many of today’s health care simulation-based training courses still involve a classroom of learners reviewing training materials or standing around a mannequin. Simulation-based training which leverages games and avatars provides equivalent (if not significantly better) experiential learning that can be completed in an environment where the learner feels most comfortable, and at his or her preferred pace.

Of course, we don’t except to see team environments completely replaced with on-demand, virtual and mobile solutions. At Raytheon Professional Services, we would like to see is a better blend of learning that incorporates new tools that help to better reach this generation of learners. We’re not seeking to replace training mannequins; rather, we want to see training programs incorporate multiple tools in situations where each learning tool proves to be most effective. For example, inserting an IV or assisting with a birth are difficult procedures to practice on an iPad, but pre-work completed via interactive game could increase the efficiency and effectiveness of in-classroom training. A good blend of training solutions will help balance cost, convenience and effectiveness of training programs.

So Gen Y’s happy, but what about older workers? How can learning leaders make sure all generations are engaged in simulation training?

Chance: Older workers could experience a steeper learning curve dependent upon their knowledge and comfort level with technology. However, when it comes to adopting new training initiatives such as simulation-based training, I believe they will embrace it upon seeing how effective it can be.

What’s the future of simulation training?

Chance: The future of any technology depends on how the price of the technology compresses, and the same is true for simulation-based training.

At Raytheon Professional Services, we believe that in the future, simulation-based training programs will be a combination of more traditional learning methods and advanced gaming technologies.

We recently started working with a prominent teaching hospital that discovered medication errors were a leading cause of death and complications among its patients. Initially, we wondered if this was a knowledge issue – did doctors and nurses not understand how and when to deliver medications? Were administration issues at the root of the problem? Upon further inspection, we came to a very different conclusion. The nurses understood what they were supposed to do, but other factors got in the way of effectively completing the task at hand. Mistakes were made in scenarios where a visitor was asking questions, a doctor was yelling down the hall, an alert was sounding somewhere in the room, etc. The majority of these errors were performed by Gen Y/new nursing grads. We developed a simulation-based training game that walks players through the medication administration process, complete with distractions every five to 10 minutes, simulating a realistic environment. We then tested knowledge retention. The program is in beta right now and we’re already seeing some positive results.

Our goal is to leverage our knowledge base as learning experts to identify the root cause of glitches and complications and determine how we can use technology to overcome those obstacles in the most efficient and effective way possible. Moving forward, simulation-based training will be an increasingly important tool in the training industry’s arsenal as it continues to develop innovative solutions to meet training needs.

Louise Botha's curator insight, November 4, 2013 5:31 PM

Simulation refers not just to highly technological mannequins, consider high fidelity in another light-Mask ed and simulated patients can allow learners to interact in a different manner.

Rescooped by Vilma Bonilla from the White Samurai!

Five steps to build emotional resilience

Five steps to build emotional resilience | Cultural Trendz |

We humans are highly capable and creative problem-solvers who can become stronger and more flexible in stressful times. Psychologists call this “emotional resilience,” and it’s a key ingredient as to why some people seem to sail through stress without a care in the world.

In order to build emotional resilience, it simply requires being aware of ourselves and how we react in difficult situations.

Here are five steps to help create this resiliency.

1. Selecting self-efficacy.

When a problem arises, own what is happening to you instead of running to an addiction. Ask the needed questions to be able to solve the problem. Use critical thinking, reasoning and problem-solving techniques on your own so you will trust your instincts more. Resist the urge to blame others. Also resist the urge to expect too much from them. We often give too much credence to “experts” (they need help, too) when each of us knows our own motivations better than anyone else. You are creative and resourceful enough to find ways that work best for how you are wired, so try to go at it alone as well.

2. Emphasize empathy.

Empathy helps build our own self-worth. We practice seeing ourselves and everyone around us as having value, yet not promoting entitlement or enabling anyone.

Being thankful and self-sufficient will free up energy to become empathetic. Sometimes empathy isn’t learned well when things are too comfortable since it sends a false sense of security. This may be the only one that will require an unforeseen event to trigger. Another bonus with practicing empathy is the “happy” effect of oxytocin, the hormone that is released when we care for others. It affects our brain chemistry and well-being in a real way.

3. Practicing patience.

Use your self-talk and be mindful when you’re in a difficult situation. Notice what is happening while you have to wait for something rather than focusing on the losses. Remain in the stress. Choose mindfully to examine what you can learn from the situation instead of escaping. See yourself as courageous and brave instead of a victim of circumstance.

Notice what is good about the wait. Maybe you can use the time to try to solve an ongoing concern. You could even be thinking that you are grateful to be actively stretching and strengthening your core, so that the next time it happens you have the previous foundation to draw upon.

4. Creating capacity.

Instead of finding something temporal to ease discomfort, we need to be asking ourselves what the root cause might be. Maybe it’s an unresolved hurt or a chronic condition. It may not have an immediate solution, but we can experience peace despite its pressure.

Many of these superficial solutions are destructive. Instead, we can choose to become emotionally resilient. We can avoid going toward the downward spiral of the temporal fix and instead move into the upward investment of the lasting reward.

5. Perceiving possibilities.

Be curious and strive to make connections to bridge knowledge gaps. Listen to others with an open mind to see if you are missing something. Accept and learn from constructive criticism. Take time out to read or watch something that challenges you to think deeply. The ability to make wiser decisions comes in part from having more information.


Via the Change Samurai
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