Proposing a change almost always leads to some measure of doubt. Be prepared with your “thick skin”, because where there is something new, there is likely someone out there to doubt your vision.
Envisioning the future is not a comfortable endeavor for some, for the following reasons:
1. It requires others on your team to see what you see.
2. Seeing something new, means that some discomfort might need to be tolerated.
3. Sometimes a vision requires working through ambiguity.
4. Someone doesn’t share the same values. They don’t see what you see.
5. The need for control is high between individual team members. Collaboration is low.
Matter of fact, doubt is the opposite of possibility. Often the doubt is a way of adding a “rational reason” to why something won’t work, when there is likely little evidence that it wouldn’t work.
Working through your vision to its conclusion requires the tenacity to take risks in the face of doubt. Knowing that doubt is a cousin to “fear of change”,and that ambiguity is the foundation to creating success, sticking with your plans and principles is the way to work through external doubt.
Ways to work though doubts:
1. Build a team that shares the same value for the change
2. Base your vision on clear principles
3. Accept your detractors – there will always be detractors…
4. Accept the ambiguity between the vision and the planned outcome.
Each step toward the planned outcome of your vision should actually strengthen your resolve to change and over time lessen the doubt that comes from external sources.
2 thoughts on “Leading Change Through the Barrier of Doubt”
Change is hard. Great post. Getting people to buy in is always hard. Once people work through the change they start to accept it.
I think sometimes doubt is a substitute for not having sufficient insight into the way forward. It is often easier to dismiss an idea on what we know, than to reflect on what we “don’t know, what we don’t know.”. Thanks for the thoughtful comment.