In Rewrite: How to overcome daily sabotage of your brand and profit, we often talk about how to get buy-in from people to ensure the success of a (plain language) change project. What’s the best way to get people on board? How do you get employees to understand the dream? How do you get people to support a change initiative quickly? Because, after all, we all know a project needs to reach that critical mass of support to have any chance of succeeding.
The difference between buy-in and commitment
In a recent blog post of her own, author and management consultant Dr Dawn-Marie Turner takes the idea of project success a step further. Dr Turner looks at the difference between buy-in and commitment, both of which are essential to the success of any change project.
‘When it comes to organizational change, “buy-in” and commitment are often used interchangeably, but they are very different,’ Dr Turner says.
And she’s absolutely right. ‘Buy-in simply represents a person’s agreement about the value and need for the change proposed,’ Dr Turner says.
‘Commitment is a decision, it signals a willingness to take action. Only when your employees are committed to the change will they engage in the needed activities and, even more important, will they persevere through the discomfort of transition.’