The Best Way to Make a Change is Slowly and All Together
October 29, 2014
By Brian Maynor
We all live in a society of instant gratification, so when we want something we get it almost immediately. While that is very satisfying on a base level it is also damaging and establishes a false sense of expectation, specifically when it comes to change.
For anyone who has ever tried a diet, new exercise routine or to make any other change you understand firsthand that the results you’re looking for are anything but instantaneous. In fact staying motivated can be the hardest part when progress seems so slow.
Last week I had a few questions during a presentation about workplace dress codes, and particularly how to manage and enforce them. These managers seemed at a loss after trying various positive reinforcement and punitive programs with nothing achieving the change they were after. Here are a few tips that might help with keeping your team motivated, engaged and moving forward:
1. Clearly define the reason. One of the best ways to engage people and develop their investment in any project is to explain the reason for it. When we understand the ‘why’ behind a project it makes more sense and we feel more tied to the outcome. To offer the best opportunity for success a dress code should have several prongs to its rationale from strictly visual to the emotional wellbeing of the office to the direction of the brand. That way no matter which one resonates with the employees they are all united in the concept.
2. Remind everyone you are in this together. Whenever you want to generate a team mentality research has found simply saying the word ‘together’ helps foster it. This simple social cue creates a greater sense of motivation, engagement and performance because we all have the underlying desire to work together. This desire is paramount when it comes to establishing or changing a dress code because there has to be an ‘all in’ mentality for it to work smoothly.
3. Instead of calling people out call them forth. When you experience resistance or sheer refusal to engage there is generally a larger underlying reason than the task at hand. Instead of falling down the easy path of public embarrassment or peer pressure try addressing the issue from a coaching standpoint. With a few simple changes in tone and content you can transform an aggressive, critical comment to a supportive, encouraging collaboration.
Change is not quick and there will be a lot of ups and downs in the process, but if you can maintain the commitment to the final goal it will happen.
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I am always curious to hear from you and what you see in the workplace. Send your questions, comments and pet peeves to [email protected]. Also find each of these storyboards at http://brianmaynor.polyvore.com with links to purchase each item.
About Brian Maynor
Brian Maynor has built a reputation as one of the leading style coaches in the Southeast and is quickly expanding his eponymous company, BRIAN MAYNOR and his FIND, FLATTER & FLAUNT line of image consulting services. A professional with a fresh, upbeat and down-to-earth personality and boundless creative energy, he works frequently with with local celebrities; Fortune 500 companies and nonprofit organizations; modeling agencies; fashion designers; production companies; record labels; media and individuals. A regular contributor to various fashion blogs and online communities, Brian Maynor is one of the most trusted and recognized style experts in the region, utilizing his education and training as a broadcast journalist to serve as a style lecturer, emcee, and commentator for over a decade. He has appeared at fashion shows, expos, and charity fundraisers, as well as events with big brands like Banana Republic, Ann Taylor, Chico’s and Macy’s. His approach is innovative, creative and fashion-forward, balancing fresh, modern styles with classic pieces to keep one’s look grounded. To learn more, visit http://www.brianmaynor.com.
