Tag Archives: Teamwork

Objections to Change


Change is a funny thing.  When things are changing that are out of our control we often struggle against it, yet when nothing is changing we kick against that too.  Then there is the change that we enable, that we own.

What normally happens when we look to implement change and come up against resistance?  We fend our corner whilst the opposing party fends theirs, until someone eventually pulls rank.  Then, not surprisingly, the change is implemented in an often-painful manner that causes disruption and misalignment amongst teams or individuals.

What if?

What if we were to take the time to allow those whom the change effects to feed back on our proposed changes and give objections?  What if we then took the time to consider those objections and responded accordingly?  Sometimes the objections are because those affected don’t have the full picture, but sometimes those objections are valid and could save you a lot of grief later on down the line.

How many times have you come out of a train wreck of a situation only to have someone say ‘I knew that was going to happen’?  Although not particularly helpful at that stage, that feedback could have been a lifesaver if sought earlier on.

Often we avoid the objections, as we just want to get on with the changes and don’t want the delays caused by considering objections and doing the legwork involved in considering opinions.  I would argue this time would more often than not be less than the time wasted when a change is executed, only to fail.

In taking this route of considering objections, although more lengthy in the planning, you also gain buy-in from those being effected by the change, as well as their support.  In my experience, leading people through change is a whole lot more pleasant than forcing them.



The Monkey And The Peanut

Ever heard how to catch a monkey?

Apparently it’s easy.  Hollow out one end of a coconut and put peanuts inside. Attach a string to the other end of the coconut.

The monkey puts his hand in the coconut and when he makes a fist to grab the peanuts, he’s trapped.

Sound familiar?

Monkeys are bright animals.  You and I are fairly bright.  So why do we cling so tightly to things that could potentially destroy us?

The sales opportunity that you know you are sacrificing your soul for.  The employee who is destroying all sense of team in your organisation but ‘man do they deliver’.  The season of your life that you know full well is over but can’t quite let go of.

Why do we cling so tightly to what we have?  Fear I guess.  That our glory days are behind us, that more won’t come, that” if I give you this there won’t be enough for me”.

Ironically it’s letting go that moves us forward, giving that reaps reward, and generosity that opens doors and builds businesses.

Take a risk – let go of the peanut.