7.5 How do you encourage your colleagues to embrace a new or updated way of working, especially when change is involved?

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The question “How do you encourage your colleagues to embrace a new or updated way of working, especially when change is involved?” is used in workplace coaching to explore the recipient’s influence, leadership approach, and adaptability in driving change. It focuses on how the individual supports others during transitions and helps create a positive environment around change initiatives.

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Key areas the question addresses:

1. Change Management: It assesses the recipient’s understanding of how to support and influence others during periods of change.
2. Communication & Empathy: It explores how the recipient communicates the benefits of change, addresses concerns, and fosters buy-in from peers.
3. Leadership & Collaboration: Even without a formal leadership title, this question reveals the recipient’s approach to informal leadership, encouragement, and teamwork.

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How to use this question in workplace coaching:

1. When to Use: Use this question when the recipient is involved in a transition, process change, or digital transformation—either as a driver or a participant. It’s also useful in sessions focusing on leadership, team dynamics, or collaboration.
2. Encourage Reflection and Real-Life Examples:
   • Follow-up questions might include:
     – “Can you share a time when you successfully helped a colleague through a change?”
     – “What challenges did you face in gaining their buy-in?”
     – “What strategies worked best in making the change feel manageable or exciting?”
     – “What would you do differently next time?”
3. Apply the D.E.E.P Framework:
   • Download: Invite the recipient to share a recent experience involving change and how they approached getting others on board.
   • Explain: Explain the rationale behind existing actions.
   • Explore: Identify what worked and what didn’t, and explore the underlying dynamics (resistance, fear, enthusiasm).
   • Progress: Discuss how they can refine their influence skills and apply them more consistently in future change scenarios.

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Why this question matters:

Change is a constant in most organizations, and the ability to lead and influence others during change is a critical skill. This question helps the recipient see their role not just as someone who adapts to change, but as someone who actively shapes how change is received. It encourages a proactive, empathetic, and solution-oriented mindset—essential traits for both formal and informal leaders. It also reveals areas for development in communication, collaboration, and emotional intelligence.