I’m noticing lately that leaders are encountering resistance when working to implement a change. A leader’s knee-jerk response is often to explain the obvious value of the requested change and then mandate that people quickly change the way they’ve been working to adopt it. Yet the resistance persists.

What’s more effective? Leading with curiosity. Research shows there are likely valid reasons behind a team member’s reluctance to adapt.  Considering the perspective of others doesn’t have to take a lot of time. In fact, it will accelerate the change by reducing the time your team spends stuck or spinning, and encouraging them into action. If done well, it will also give you better insight to inform strategy.

Here’s how it works:

1. Fight confirmation bias to gain real insight:

Most people naturally seek out information that simply confirms what they already believe. I’ve caught myself “listening” for what I expected someone to say vs. hearing what they actually said or “listening” for validation of a point I made. Such habits block me from encountering contrary opinions, new and missing evidence, and balanced assessments. A good trick I use to overcome bias is to approach conversations with a neutral mindset and actively listen for evidence that disproves my existing beliefs.

2. Curiosity; suspend your judgment and ask “what” questions instead: Rather than quickly forming an opinion and shaping a mental narrative  using limited information, take time to gather facts. Try asking questions  like “What do you think of the proposed change?” Or “What are the  roadblocks you see to it being successful?” Or “What else should we consider?” Such open-ended “what” questions encourage those with varying viewpoints and experiences to share more.

3. Listen with sincere interest: Active listening goes beyond just hearing the words that are spoken. It also involves being fully present to the conversation and putting forth effort to understand and engage with the meaning behind those words. Start by making good eye contact. Then ask your open-ended “what” questions. Paraphrase what’s been shared, to check your understanding. Pay attention to nonverbal communication like their expression or body language. And be sure to pause your own internal dialogue.

Having genuinely open and curious conversations with your team means you won’t have to be the lone champion of a change you need made. You’ll gain other advocates who will communicate its importance with you.