One factor most leaders underestimate is mankind’s incredible need to control his own destiny. This was brought home to me when I read the story of an ancient Persian general famous for giving his prisoners two choices: Be put to death by firing squad, or choose what was “behind the Black Door.” One day, the general’s assistant asked him what was behind the Black Door. The general told him it was freedom. “Why,” the assistant asked, “do people choose certain death over the Black Door?” To which the general replied, “Because people would rather face the terrible known than the uncertain unknown.”

What does this story have to do with organizational change? Change is the Black Door. Change is that thing which, although it may be positive, by its very nature is an uncertain unknown. Most employees will resist change – even if the status quo is bad – because of their innate need to be in control. It’s human nature to choose the known over a situation where the outcome is uncertain (the Black Door).

In times of change, you can build commitment by giving employees more control – by deliberately involving them in the change process. It’s true that employees will support what they help create. Obviously, you can’t give employees control over all outcomes in a change initiative; but allowing them to participate in what you can delegate and share will build ownership in the outcome. 

There will be times when you can walk away and give employees complete control to work out the dynamics of change for themselves. Just ask yourself this question: “Is this person/team ready, willing, and able to take on this situation?” If so, tell them they’re in charge of the outcome and then check back later to see how it all turned out. Chances are, they will handle it better than you would have. 

Unfortunately, in the stress of change, many leaders take control away from employees by over-leading. These leaders micro-manage the change process. They keep employees on such a short leash they never get a chance to make a decision, show their creative side, or have any impact. When leaders over-lead, those who follow do so because of fear, not commitment. 

Think about the Black Door the next time your team or organization is faced with the uncertainty of change. When you give employees some control over their destiny, not only will they be more committed to the change process, they’ll also be more committed to the organization and to you as a leader.

Excerpt from Employee Commitment: If You Build It, Results Will Come. Would you like more powerful information on change management? Visit the ADL Book Store at the link below to find out how to bring this information into your organization. Volume discounts start at only five copies. http://www.adlassociates.com/catalog/default.php