In so many of the conversations I have with clients I work with in organisation change and with the clients I coach, the subject of perspective comes up time and time again – how do we get a better view of others and ourselves? It seems to be a really important topic.
Image: Paul Skorupskas, unsplash
Our perspectives are all individual and, although they might be similar, they’re very rarely the same. Just think about the different views on politics or music we share every day.
We get our perspective from our values and experiences among many other things, and it gives us our view of the world. And in organisations, where we sit – our role, the work we do, who we report to and who reports to us, our place of work – helps to create and define our own view of the organisation, adding another layer to our perspective of the world.
As a leader, you’ll have your own vantage point. But when you introduce change in your organisation, it’s your role to set the context of that change for everyone, whatever their perspective might be. So, you’ll need to see the world from a range of different perspectives too – as a leader in a retail organisation for example, you won’t have the same view as someone working on the shop floor.
By thinking about other perspectives, you’ll be able to make change relevant, understandable and relatable to the work that everyone who might be impacted by the change is doing. And, they can see what the change means to them.
So, where do you start in getting a different perspective? Here are three ideas that might help.
Get out, talk, listen
Life is busy, but talk to people outside your own leadership or management bubble. Even better if that can be in person (especially as the world is slowly opening up). Ask open questions (avoid those that will lead to a ‘yes’ or ‘no’ answer) and listen – properly – to the answer that’s given. Listen for the words that are being used, the sentiment behind them and also what’s not being said - which is just as important.
Emphasise the why
Without a good understanding of the perspective of your different stakeholders, it can be tricky to develop a detailed communications approach. But, you must always start by explaining the ‘why’ of the change you’re making. If people can understand the rationale behind a decision and what it might mean to them and the work they do – in this case for the change you’re making – they’re less likely to be resistant to what’s coming.
Walk in someone else’s shoes
We all see situations from our own personal viewpoint – it’s how we’re wired – but taking a pause to step back and seeing things from someone else’s perspective can help. Imagine yourself in the shoes of someone receiving the message you’re planning to share. How will it sound? Will it make sense to their world? Is it relevant for them? Does it even relate to the work they do?
Remember that your perspective alone doesn’t create reality. By slowing down and consciously taking other viewpoints when you’re leading change, will help you set the context for everyone in your organisation. And, that will ultimately build more engagement and reduce resistance.
If you’re making change and you think an independent view would be useful in helping to shape your perspective, I'd love to chat.