Don’t get stuck in the old ways of organizing events just because your boss is fearful of any change. Your boss does not want to adopt new technology and just don’t appear to embrace the changes in the meetings and events industry. Believe me, this is not just with your boss. Many clients are also fearful of change and consider it as a last resort. Convincing such people to adopt event technology can be a huge challenge. Most people are reluctant to change because of fear. Due to fear of things going wrong, people act irrationally. Here’s how you can present your ideas to your boss and navigate the old school challenges.
Explain the importance and necessity of changeWith ever evolving event technology, your attendees are waking up to new features and things that make their lives easier. They expect these new things in all walks of their lives. For example, Siri and Alexa or wearables have completely changed your attendees’ expectations. If your event does not meet their expectations on personalization, they’ll never come back to your events. And this is what you need to tell your boss. Explain to them that while personally they may not want to adopt event technology, others are embracing it with arms wide open.
Address concerns and assuage fearSome people in the events industry fear technology on the lines of adoption and cost. For them, having a marketing plan will help address their concerns and show them ways to reduce the cost. Get a quote from the vendor and negotiate a discount. After getting the quote, explain to your boss how technology will increase attendees, which in turn will cover the cost of the event technology. Ensure your marketing plan is easy to implement and will make your life easier and your attendees’ more enjoyable.
Give your suggestion at the right timeThis is not a new tip, but the most understated one. You need to give your suggestion at the right time like when you’re celebrating a small win. Don’t bring the topic if you’ve managed to score a big win like breaking an attendance record. By doing so, your boss may not embrace the change and see its importance. The ideal time is to wait for some small win that is remotely associated with your planning.
Get agreements on specifics, not nebulous ideasDon’t waste your time trying to get your change haters to agree to nebulous concepts of change. Present exactly what you want to do, how you plan on executing it, and as mentioned earlier, what effect you believe it will have on the event. Use facts and data whenever you can and present it to your stakeholder/clients. Never present vague ideas to change haters, since it can backfire and you may have to eat your own words.
Don’t overlook the downside It is always good to be transparent when you present change. If there is a risk involved, or a potential for one, make sure you talk about it. Discuss the challenges and how you can tackle them. For example, while presenting the idea of adopting event technology be up front by telling them that you’ll need to work on an adoption plan for your success. However, don’t just stop there. Make sure you’ve created the plan before you discuss it, and tell your shareholders how your attendees will use the new technology. This will show them that you’ve considered the pros and cons of the proposition and are well aware of the roadblocks and its solutions.
Bring an advocate While you may have done all the research about the benefits of event technology and may have even prepared a robust adoption plan, you may stumble upon people who still need an expert opinion. When people fail to appreciate your ideas, bring in the “stranger with the briefcase” to tell them how event technology is good for your business. In case you cannot afford a consultant because of budgetary constraints, look for videos, success stories or articles that reinforce your ideas. If your competitors are using event technology, use that as a starting point. If possible, try and get some data that support your suggestions and your stakeholders will surely be keen to at least consider your points.
ConclusionIf you are dealing with people who are change phobic, then you don’t need to accept defeat. There are ways in which you can bring them to agree with your ideas. You just need to identify the root cause of their fear of change and assuage those issues from the start. Make a proper plan about how you’ll overcome that fear and be prepared if you plan to implement change.