A critical measure of success in leading change is your commitment. Once you’ve weighed the options, given others a chance for input and settled on the best course of action. You must be resolute, even passionate about your determination to follow through. If you can’t be excited about where the organization is going, how can you expect your people to be.
Don’t try to reduce resistance by softening your position. This is taken as a sign of weakness and becomes a rallying point for resisters. Keep in mind that in times of uncertainty, actions speak louder than words. If pushed to the limit, you make have to make an example of someone who resists. When this happens, make it a high profile person and make it public. Your objective is to send a message to the others to get on board.
Change often has casualties. This may seem heartless but it’s true. Resisters resist because they choose to do so. They are the ones who put you in a position to choose them or the change effort. If your change effort is worthy, the choice is an easy one.
In times of change, people gravitate to the people who have the most conviction about the future. Don’t initiate change you yourself aren’t committed to. People will look to you for answers and to show them how to act. If you’re certain, confident and act with congruence, they will follow. If you lack those qualities, they will seek those that do.
Remember, you can’t manage change, you can only lead it. When you lead change, people will follow. So, if you’re in charge of change, lead it. The resisters will either join the parade or voluntarily drop out.