Hi can anyone suggest an answer to an interview question along the lines of:
How do you go about selling a model for change, and implementing it when you have a resistant team?
It is especially important in this team that morale is upheld.
Thankyou.
Loop
Interview question
resistant, passionate, AND sensitive?
I'd come in with something like:
No. 1, I would want them to know that I want and value their input, but as their manager am not asking for their permission. To the extent that I can, I would attempt to incorporate some of their feeback into the model. If they are passionate, you need to look for how this change model aligns with/supports the shared mission of the team. Frequent comms (1:1s, etc.) during the rollout will be essential, including highlighting any victories they have contributed to, however small, within the new concept. There is no magic bullet answer. Constancy of purpose and willingness to make make data-based course corrections along the way as necessary will insure your credibility. They may not always cheer your actions but they should always know where they stand, that they will be judged fairly, and that their voices will be heard.
Good luck,
Andy
Response
Relationships are to people as location is to real estate.
If I understand the question you've been asked to answer this before taking a new position in a company? If so I would ask how quickly you would need to show results and how you're going to be measured on the result. The soft answer is: create the relationships with the people and fully understand the company's need for "selling a model for change". Once you have those the answer will naturally occur.
I think the above describes people in general so I don't see any obvious problems with change and that's why you need to have the relationship. Once you're more familiar with your people you can address their concerns regarding change. Your first obligation is to the company and then to the employees, in the Army there is a saying "mission first people always", I think it fits here; figure out what change needs to happen and build the relationship so that you can deliver it appropriately.
If you feel the answer needs to be more specific be cautious that people that make plans without having the relationships in place usually implies they care less about the people than the mission, I hope this helps.