6 Ways to Get Management involved in Change

Written By

Paues Aberg

This insights post is a summary of the blog post published by Paues Åberg. View the full post at: Get management involved in change (Få med ledningen på förändring).

For many corporate employees, they will have brilliant ideas that they know will take their business to new heights. But just a few minutes into a presentation, they are met with: skeptical looks, crossed arms, the obligatory silence broken by a hesitant “interesting, but…” And then the idea is stopped.

What really happened?

Getting change through a management team can feel like an art form in itself. But really, the same theories apply here as in any other change communication. It’s not enough to have a good idea – you have to package it right, present it at the right time and argue in a way that resonates with the recipients. Here are six crucial factors that will help you turn a no into a yes:

1. Think of the management team as a target group: An idea can be presented in several ways depending on who you are talking to, and the management team consists of decision-makers with different perspectives and driving forces.
2. Find a relevant reason for your change: A good idea is not enough on its own – it must be connected to a real need.
3. Motivate the change with facts, not opinions: In a management team, data, analysis and concrete examples weigh significantly more than subjective perceptions and opinions
4. Have a reasonable ambition: Start small, propose a pilot or a test phase.
5. Hook arms with one person: Identify someone in the group who seems positive about your proposal and build an alliance before the meeting.
6. Follow through: Getting a yes is a good start, but it is also a trust. Now it’s time to show the management team that their decision led to real benefits.

To get more details about these steps, read the full post at: Get management involved in change (Få med ledningen på förändring).