{"id":38050,"date":"2024-06-26T22:55:32","date_gmt":"2024-06-27T02:55:32","guid":{"rendered":"https:\/\/briandoddonleadership.com\/?p=38050"},"modified":"2024-06-27T07:20:29","modified_gmt":"2024-06-27T11:20:29","slug":"everyone-hates-change-unless-you-do-this","status":"publish","type":"post","link":"https:\/\/briandoddonleadership.com\/2024\/06\/26\/everyone-hates-change-unless-you-do-this\/","title":{"rendered":"Everyone HATES Change&#8230; Unless You Do This"},"content":{"rendered":"<p>Nobody likes change but baby&#8230; and my granddaughter seems to still cry every time we put on a fresh diaper on her. \u00a0But one of the things the most successful leaders do is accept the need for change and then facilitate it. \u00a0As General Eric Shinseki famously said, \u201cIf you don\u2019t like change, you\u2019ll like irrelevance even less.\u201d<\/p>\n<p>The question becomes what is the best way to do this?<\/p>\n<p>Baseball has been going through an analytics revolution for the past couple of decades. &#8220;Old School vs. New School&#8221; methods of scouting, player evaluation, and strategy have been a constant debate. \u00a0Elite athletes were being told by statisticians how to play the games. \u00a0Pitchers, in particular, who spent their entire lives perfecting their craft were being told by, how can I say it nicely, less-than athletic people how to do their jobs. \u00a0Some long-time scouts, coaches, and players embraced these new methods. \u00a0However, many were resistant.<\/p>\n<p>However, it only takes one thing to get players to buy into the analytics revolution.<\/p>\n<h2>How To Get People To Accept Change<\/h2>\n<p>Zack Meisel of <a href=\"https:\/\/www.nytimes.com\/athletic\/5561740\/2024\/06\/25\/missing-bats-part-2-technology-coaching-spread-strikeouts\/?campaign=10239819&amp;source=thewindup_newsletter&amp;userId=3923778\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><em>The Athletic<\/em> <\/a>writes, \u201cTransforming the game required data and technology to provide long-awaited reference points, and then it required front offices investing in those resources, coaches embracing the information they spit out and, ultimately, players buying into the new ways of thinking about pitching. <strong>It also required success<\/strong>.\u201d<\/p>\n<p>What we learn from Meisel is getting people to buy into change requires making a good case for it using facts, financial support, and leadership buy-in.<\/p>\n<p><strong>But most of all, it requires success.<\/strong><\/p>\n<p>When you as a leader suggest or make changes, do those changes actually work and make things better? \u00a0Do you have more success this way than the old way? \u00a0This is the ultimate litmus test and will determine if people accept or resist change.<\/p>\n<p>An additional thing all leaders should know is &#8211; if your change works, it builds trust and gives you the credibility needed to have greater buy-in when making changes in the future. \u00a0So make sure you do your homework beforehand and don&#8217;t just change for change-sake.<\/p>\n<p><a href=\"http:\/\/eepurl.com\/h6O8tP\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-32504 size-medium\" src=\"https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2022\/07\/w_bril07c8.jpg?resize=232%2C300&#038;ssl=1\" alt=\"\" width=\"232\" height=\"300\" srcset=\"https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2022\/07\/w_bril07c8.jpg?resize=232%2C300&amp;ssl=1 232w, https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2022\/07\/w_bril07c8.jpg?resize=790%2C1024&amp;ssl=1 790w, https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2022\/07\/w_bril07c8.jpg?resize=768%2C995&amp;ssl=1 768w, https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2022\/07\/w_bril07c8.jpg?resize=1185%2C1536&amp;ssl=1 1185w, https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2022\/07\/w_bril07c8.jpg?w=1200&amp;ssl=1 1200w\" sizes=\"auto, (max-width: 232px) 100vw, 232px\" \/><\/a><\/p>\n<p>My latest eBook is available for download. \u00a0<a href=\"http:\/\/eepurl.com\/h6O8tP\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><em>The Top 65 Leadership Quotes Of 2022 Part 1<\/em><\/a> is a resource every leader should have. \u00a0Great quotes bring clarity and put into words who we intuitively feel as leaders. \u00a0They give us wisdom and insights which advance the mission and vision of our organizations. \u00a0This eBook includes thoughts and insights from leaders like Warren Buffett, Nick Saban, James Clear, Dawn Staley, Jurgen Klopp, Jerry Seinfeld, and even Ted Lasso. \u00a0This resource will take you about 10 minutes to read but a lifetime to apply. \u00a0You will want to stop and ponder the implications of each quote. \u00a0Click <a href=\"http:\/\/eepurl.com\/h6O8tP\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">HERE<\/a> or on the image provided for immediate download!<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Nobody likes change but baby&#8230; and my granddaughter seems to still cry every time we put on a fresh diaper on her. \u00a0But one of the things the most successful leaders do is accept the need for change and then facilitate it. \u00a0As General Eric Shinseki famously said, \u201cIf you don\u2019t like change, you\u2019ll like [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":37798,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"nf_dc_page":"","iawp_total_views":2,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[953],"tags":[],"class_list":["post-38050","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-exposure"],"acf":[],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2024\/06\/Screen-Shot-2024-06-01-at-2.43.29-PM.png?fit=606%2C164&ssl=1","jetpack-related-posts":[],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts\/38050","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/comments?post=38050"}],"version-history":[{"count":5,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts\/38050\/revisions"}],"predecessor-version":[{"id":38059,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts\/38050\/revisions\/38059"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/media\/37798"}],"wp:attachment":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/media?parent=38050"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/categories?post=38050"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/tags?post=38050"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}