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empathizing with the change, not enough answers to questions

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If I'm in favour of change I can sometimes overlook other stakeholders who might have input

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communicate change with a process ready to go, considering it's an easy change anyway make it even easier

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get others to buy-in by immediately discussing

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not commiserating with reports even if you feel a certain way about the change, keep spirits high

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Interrogate "why" and rationale very deeply until I'm comfortable to disagree and commit - sometimes can feel challenging to those driving the change

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Avoidance or not completely accepting the change immediately. Need to do better at understanding the "why" first

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Potential to overlook individual challenges

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don't cause panic; reframe anxiety to excitement, frame as a learning opp that could come up in future positions at StackAdapt/other companies anyway

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Need to meet with all relevant stakeholders to get their understanding. Meet with upper management to understand talk track. Ask tons of questions. Have more meetings with stakeholders and upper management. Predict what questions will be asked, have answers and talk tracks ready.

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Gather all the context and just do the thing

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Tend to get petty, make excuses and complain. I see all the negative risks

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Immediately discuss the change with no concerns of pushback.

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Context is key

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I also jump straight into action. I like to communicate the change, implement it, and change my actions asap.

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Probing into the why - what is the expected benefit?

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change without context

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Focus on key talking points and make sure they are consistent and punchy

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Straight to action

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What words, feelings, and reactions come to mind when you think of easy vs hard change?

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2. Add your response to the question

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Refusing to accept the change and venting to others

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More willingness to discuss the change