Managing Change in the Workplace
People resist change often because the focus on what they are giving up or losing. Imagine if we embraced change and noticed what we can gain. Tony Robbins suggests, change is inevitable, progress is optional.
We all manage change everyday, so the real questions are how do we feel about managing change and how do we really handle change?
In recent times we have as a country witnessed significant political changes. These have had an impact on us all at a greater or lesser degree. Closer to home my daughter is transitioning from primary to secondary school – and in her world a massive change which has and will have its challenges. What changes are you experiencing at the moment and what is the impact of any resistance you may be feeling?
We are all creatures of habit. We function well when we know what is happening, where we are, our purpose and have clarity on the impact and benefits to us. If our equilibrium is challenged and we are unsure how something affects us or how it benefits us, we often find ourselves beyond our comfort zones.
To develop either as a business or person we need change and embrace a new normal to develop and succeed. We witness people’s reaction to this; they are often anxious, fearful, stressed, angry or demotivated and despondent. We very rarely see positive responses of opportunity or excitement at what the possibilities are from the changes they are experiencing. The other familiar response is that of blame. Some changes seem out of our influence and this can cause resentment. Our question is what can you take responsibility for in the situation? How will this support you through this change?
So how do we manage change to ensure we can have a choice and see our options…?
Often change parachutes into our day to day and happens so rapidly we do not have time to catch up. There is resistance of its impact. If we can see the change, know it’s happening, have information, gain knowledge and then realise how this will impact on our world, this often this softens the shock. A period of transition allows us to process what it means for us…which in turn allows us to reconcile the change into our day to day and realise a new normal.
Being noticed, being spoken to and being involved and heard can help us to process any situation, particularly if we can see how a situation impacts on us and our options. Conversation seems to be replaced by emails and social media. Personal contact, conversation and time are fundamental to a successful transition and change.
If we our equilibrium is knocked we can often feel out of our depth, in unknown territory, which then can lead to high anxiety, stress, fear, and disengagement. Personal contact, support and reassurance of the outcome in relation to our needs will again support the transition. It will build confidence in the process of the change and give opportunity for the new normal to feel and be gently introduced into our every day.
If we are involved in any change, decision to change and our thoughts and ideas taken onboard, this will support how we manage the transition. It does not guarantee our needs always met, it does support us to find options and choices in the changes happening.
Change will be a constant how we choose to support ourselves through it is the secret. Ask for the right support is crucial to a smooth transition towards the changes challenging you.
“Change is hard at first, messy in the middle and gorgeous at the end” Robert Sharma
Again, the rapidness of the change can leave employees feeling unsettled, unmotivated and un-productive and business owners need to plan and manage the change effectively.
Companies that do not help employees manage change effectively often:
• Do not plan how the change will affect employees
• Do not have clear lines of communication
• Do not listen to employee views
• Do not evaluate how the change has impacted on their workforce
This is where Delphinus tmc can help!
By employing a Coach who is experienced in change management can be a beneficial plan of action for any businesses to undertake. The role of the Coach is to listen to all business owners and employees and help them individually and as a team to:
• Plan ahead for what the change will actually mean
• Assess skills and training requirements
• Open clear lines of communication
• Work with behaviours and the changing nature of their work-space
• Help prepare employees for the timings of the transition
• Plan for the future to ensure employees have a clear strategy for growth
Remember, employees who feel listened too and empowered are more likely to help an organisation transition and continue to be successful.
To find out more about how Delphinus tmc can help employees manage change more effectively, call us on 07786 936625 or email email@example.com
posted in Uncategorized by delphinustmc