June 7th, 2010 
andrea 
The more context you provide to another, the faster they will absorb new content. And, during periods of rapid change, additional context is needed to reassure, anchor and condition so that this change is embraced vs feared. This List could also be called “Top 10 Ways to Get People to Make Changes.”
1. Personalize your point.
Tell them why what you’re saying is important to *them.* Example: “Given you’re a physician, it’s important that you get your arms around the changes occurring in your profession before they cause a drop in your revenues.”
2. Piggyback your point.
Point out a trend that is already accepted by most and link your point to that trend. Example: “Every industry and field is being forced by the consumer to eliminate waste and inefficiencies and the medical profession is not exempted from this irreversible trend.”
3. Build trust.
Ask them what they are feeling and really listen for what’s being said and not said. Listen. Care. Example: “Tell me how this will affect your practice, your family and your personal dreams.”
4. Open their mind.
Get them thinking by asking an evocative question. This often leads to an opening/flexibility. Example: “If the HMOs cut your fees by 30% next week, what would you need to do to still turn a profit and still be a physician?”
5. Create a partnership.
Let the person know, in advance, who and what you will be for them during any transition. This helps. Example: “My job over the next 12 months is to support you while you make the personal and professional changes mandated by this trend.”
6. Tell a story/anecdote.
Stories often bypass our resistant/fearful Mind and open us up from the inside. Example: “Let me tell you a brief story about….”
7. Draw a distinction.
Simplify what’s occurring that needs contextualizing by create a new vs old model. Example: “The primary distinction that is at work here is the one of effectiveness vs efficiency.”
8. Point out what is no longer a reality.
When things change, it means that some things that were always there have gone away forever. It’s important that the person get that this thing is gone, gone, gone. Example: “The days of you having complete control over the extent and quality of health care provided to your patient are over. Gone. You need to get this.”
9. Preface your point.
It helps to tell the person what you’re going to talk about before you talk about it. Example: “What we’re going to talk about is the changes occurring in health care and how they affect physicians now and in the foreseeable future.”
10. Ask for how you can help.
When absorbing new things, people need the room to ask questions of you as someone who has a grasp on the bigger picture. Create the environment for them to ask you these important questions. Example: “This type of change brings up lots of reactions. Can you tell me what’s going on for you?”
Thomas J. Leonard, often known as the father of coaching, passed away suddenly on February 11th, 2003. His seemingly endless ideas included the creation of CoachVille, and the International Coach Federation, as well as numerous books, teleclasses, programs, and workshops on coaching. One of Thomas’ signature creative structures were these top ten lists, a way of organizing his thoughts in an easy to read format. Visit Best of Thomas to learn more about the many different works of Thomas Leonard
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Read the entire article from the source: Top Ten.
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