Empathize with Those Who May Resist and Fear Your Changes
Neuroscientists have discovered that the part of our brain directly behind our forehead helps us empathize with others, that is, step into their shoes to see life from their perspective. The process is called mentalizing. It’s one way we perceive and intuit the emotions, motivations, and intentions of others in terms of our own thoughts and feelings. Mentalizing is not mind reading. Rather, it’s an ability God has given us to perceive another’s perspectives better and imagine and interpret their needs, desires, feelings, and goals. The changes you want to bring may make total sense to you but may not to others. Seek to understand how others may perceive your proposed changes and how those changes might affect them. Questions like these can help you empathize, understand their misgivings, and, in turn, know how to address those concerns.
- What emotions could others be feeling about the changes?
- What practical concerns about the changes might they have?
- What do they fear they might lose with the changes?
- What might be their biggest objections to the changes?
Ask key people these questions rather than guessing how they might answer them. Try to create an environment where people feel safe to discuss change with you. When people feel safe around you, you’ll help foster the toward responses we discussed above. And when that happens, people actually become more open to organizational change.