We don’t ask for help enough when we manage change.
I had this mini-epiphany recently: Sometimes, I need to ask for help explicitly. We simply don’t ask for help enough when we manage change.
As a first-time new dog owner, it has felt like a big change process for me to get used to looking after dogs. Not one, but two very energetic, boisterous doggies. Going for our morning walks has been particularly tricky, because they’ve been pulling me in all directions. In fact, you could say that they walk me, rather than me walking them. Despite having friends with dogs, no-one suggested a solution when I complained about it.
One sunny morning last month, Basil (the biggest culprit) pulled so hard, that I fell over on the pavement. I was beyond frustrated. So I asked a friend for help, and she recommended a gentle harness that goes around the nose. I’ve just had them delivered, put the harnesses on, and this morning our walk was fantastic. I’m thrilled. Problem solved.
During change projects, I think many people around us want to help, but often don’t think about how they can be useful. Also, I think when we are going through a change process, we would like others to help us, but we don’t always think to explicitly ask them.
With my dog problem, I had just assumed that if anyone had a solution, one of my lovely and well-meaning friends would have told me about it by now.
As change leaders, we make many assumptions, and are simply unaware of these. Because of the distractions in our fast-paced work environment, we just don’t pause to consider our assumptions or stop and verbalise the specific questions we have. Instead, we imply this, or reference the problem as I did without actually voicing our question.
The above photo is Basil, the biggest culprit with his gentle lead.
Here are 3 tips for you as you manage change:
1. Identify what assumptions you have made, write them down and test them. I had assumed that the solution to the dogs pulling me was training the dogs. I was told by the dog trainer that 2 dogs couldn’t be trained for walking together at the same time. But the answer was entirely different. Sometimes the answer is there in front of you.
2. Ask others around you explicitly for their help with a broad open-ended question “What ideas do you have to solve X?” or “what can I do about this problem?” Don’t assume they will volunteer a solution when they are listening, even if they are well intentioned. They may assume that you have already considered a solution which is obvious to them. Yet this information may be very new to you if you’re earlier on the “change journey” (as I was with my dogs).
3. Use AI to generate possible solutions to your change management issue.
For example, imagine you are having trouble with stakeholders who are pulling in the opposite direction. You can describe your problem to an AI tool such as ChatGPT or Claude (there is a free version which is now called Sonnet). One of the ways to find more creative solutions is to generate more possible solutions. AI is exceptional at generating more solutions, so you are then more likely to find a creative answer.
Here is an example prompt for ChatGPT:
I am a change manager of a project where we are implementing a new CRM system. 2 of my senior stakeholders are executives at our company, each running different business units. They both think we should not proceed with a new CRM in their business unit at this time. One says its too risky, the other says its too expensive. How can I keep the change program moving forward? Generate a list of possible solutions to convince these stakeholders to implement the CRM in their business units.
Extracts from the ChatGPT answer (truncated for brevity):
Here are some possible solutions to convince your senior stakeholders to implement the new CRM system in their business units:
Addressing the Risk Concerns
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Risk Mitigation Plan:
Addressing the Cost Concerns
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Cost-Benefit Analysis:
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In the example above, ChatGPT has provided a useful list of possible solutions. As a Change Leader, it is likely this will improve the creativity of our solution.
*** Please forward this article to someone who will also find it valuable. ***
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PS: If you have high-stakes projects that you absolutely MUST GET DELIVERED, but you worry … it’s risky, complex, or you’re in a tough stakeholder environment, join me for my upcoming 2 day LIVE Strategy Execution for Success Bootcamp (with AI). It’s for experienced professionals working on strategies and projects. You will refine your implementation approach to execute with success.
This is different to all other programs:
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📌 It will complement your existing in-house methodologies and PMO / TMO requirements, with the latest “future of work” thinking and AI-fuelled time-saving practical ideas.
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Places are limited. See the outline here.
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Quote of the week
“Asking for help is not a sign of weakness but a recognition that others may have wisdom to share”.
Simon Sinek, Author and Motivational Speaker
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About Lisa Carlin
Lisa Carlin is a Strategy Execution Specialist. She works with business leaders to plan and execute their strategies in tough environments. Her clients love having her expertise and guidance to navigate their workplace culture and use AI to achieve success.
Lisa created The Turbochargers Hub, so leaders can master the art of strategic influence and generate momentum for organizational change.
Lisa is author of the globally acclaimed newsletter, Turbocharge Weekly, read by 8,000 business leaders.
Lisa’s career includes roles at McKinsey and Accenture, then running her own business since 1999. Over this time she has delivered over 50 implementations with a 96% success rate.