In organizations there are many changes that can occur. To prevent short comings you can as the leader beware of these mistakes that you and your team might make. There is a high failure rate when organizational changes happen. You need to have a clear vision of what the changes might bring. You need to know what the changes might cost your profits. Draw a timeline about the situation in your business before the change, during the change and after the change. There are studies that show what happens throughout changes and what it causes in our brains.
Get a clear vision of the changes.
Let your employees know what will remain the same and what will change. Establish a plan what impact it will have when the management is changed or the software is being replaced. You need to know what the changes will cost you. Share with your employees what it is when you and your team face changes. Are they going to find it exciting?. Are they going to be happy?. Or are they going to quit their job because of the changes. For the cashiers in 2002 in Western Europe was major task take their country's past currency and give change in Euro's. These changes might occur and when a new president takes over the government there can be new changes for the country.
Create a time-line.
Let the employees know what the goals were before what change. Also let them know what the new goals are after the change. And you need to let the employees know how the situation is during the change and after the change. Get your team of workers involved with informing them about what points they need to be aware about. Ask employees questions about their readiness and if they are mentally prepared for the change. Information about the change is needed like water to prepare your team for the change they are about to face. During the change you can discuss the points what is going on and what the team should be more aware of. Form a strong team like Triades or Italian mob. You are all together in the same boat during the change.
Support your team.
Support your team you as the team leader informing to take away their fear of change, stress and other negative emotions. Getting the employees involved in the process of changes are the best ways to succeed. Teach the team what the whole process is going to do before the change, during the change and after the change. If there is a change of the production line is going to change by taking over by a robot arm. Then hire a consultant to teach the human force how to program the robot arms and how to work efficient for example. Learn them how to be more risk-free and to take more causion. Learn the team to be more patience and deal with negative feelings with more causion.
Stimulate 2-way communication.
Give your team the opportunity to discuss matters that going to happen before the change, during the change and after the change. Let them talk amongst each other what the pros and cons are. What opporunities there are going to get. Give them off-site chance to talk about how the change is going to comfort them or disturb them. After the change you can give the team to give comments about their experiences. Communicate with your team what the major changes are and what the minor changes going to be. Who takes the lead when the change is going to occur.
Develop skills.
To face the change properly you can teach the team with skills to be stress free, to take actions to beware of the time-frame in which the change is going to occur, Develop a good communication skill with your team to operate to face the change. For the leaders and employees there is a good thing to take a change management training to succeed.
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