Activity 5 – Motivation

[Change Consult Ltd]

Now, think about your own experiences when answering these questions:

Q1. What approaches to motivating individuals seem to work best when managing change in your organisation?

Q2. What examples can you think of where specific motivators were used to achieve the desired outcome from change?

[Judith Edwards]

Q1. when working within change at my previous organization, I personally felt the best motivators for those impacted was the following,
Communication cascaded from the top (managers and stakeholders), utilizing change agents ,thus helping their co – workings and seeing the benefits of the change themselves not just from the (outsiders) implementing the change, thus involving those most impacted from the start so they could engage and help problem solve what they thought might be missing within the future business process.

Q2. To be honest I believe all motivators have an influence within change. It depends on the individuals going through the change and using each motivator in a way to best suit the needs of the individual going through that change. The best way to begin is to empathize then tailor your approach to best suit their circumstance and needs, try and understand more so by communication to their managers to see the best fit for implementing the change and gaining their trust thus causing less impact to business activities.

[Aneta Ryń]

1. clear communication and stating benefits of the new change
2. Stating the benefits

[Lena Dankbar]

Q1: From my experience changes work best, when people see their personal benefit (reward) in it (e.g. when processes are being simplified) and feel safe and able to learn in the environment.

Q2: Motivators can be very different and depend on the individual’s needs. Therefore it is important that the managers talk in person with the affected people to show them their personal benefit from the change and decrease their leaning anxiety.

[Author]

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