Updated: Mar 29, 2018
While you may be excited about having a cool new technology in the workplace, the rest of your team may not be. This could be baffling until you put yourself in their shoes. Let’s imagine you were to introduce an Enterprise Social Network Tool like Jostle to your team. A simple tool like this can lead to changes in accountability and decision-making. Your staff may need to learn new skills. They may feel threatened by the changes that the new technology brings to the dynamic at the office.
Even if the technology will make their work easier in the long term, these short-term challenges can be overwhelming. The good news is that with good leadership on your part, you can reduce your team’s reluctance to change. Leadership is key to any change process, including the use of technology.
As every leader knows, a significant proportion of people struggle with change and ask themselves; ‘what’s in it for me?’ In leading this change, you need to use a vital tool which technology does not have – empathy. There will never be software that can offer empathetic support to an employee who is having a rough patch, or communicate passionately that there is light at the end of the tunnel when a team has just suffered a major setback.
When leading in a technology driven organization, the best thing a leader can do is to focus on gaining acceptance for the changes the new technology causes; rather than get too caught up in the technology itself.
The first step is to understand how to help your people deal with this change and to do this, you need to put people first, processes second and the technology third. A person in a leadership position who can help employees adapt successfully to change is way more valuable to an organization than one who is just tech savvy.