Friday, August 26, 2016
How to Better Manage Change to Successfully Transform
Change management consulting guides often use the evolution of a butterfly from a caterpillar visual as an example of a successful and profound transformation. Few changes in nature are as dramatic and complete.
But sometimes the changes employees and organizations face feel almost as life transforming. You may not be able to alter the path the company or your industry has chosen, but, our change management consulting experience tells us, you certainly have control over how you handle organizational changes.
Organizational and individual change is never easy. When we at LSA Global are called in as change management consulting experts, we are asked to help an organization effect change as quickly, as seamlessly and as painlessly as possible. We typically work with leadership to help them clarify and communicate change in a positive way, empathize with those who feel threatened, be clear with expectations and transparent about how each employee will be affected—all while maintaining forward progress and support throughout the change management process.
Sometimes, however, we are called in to help an individual who is struggling with personal or organizational change. Here the focus needs to be more on how the employee handles their own reaction to change. We help them see that the change will happen. We understand that they are fearful, but we try to shift their focus toward what they can do to put the change to their advantage. Instead of stressing over a feeling that they will not measure up to the new challenge, we try to help them think about how they can leverage their skills and look for ways to keep their career moving forward. The change could actually present new opportunities.
When you are faced with change at your organization, try to change your attitude from fear to acceptance, from stress to problem solving, from a feeling of no control to looking for new opportunities to grow.
Let’s say you have a new boss. Show that you are eager to support their success. Ask what they hope to achieve with the team and explore ways your strengths can contribute to the new team dynamic and goals. Be proactive about asking for support in building new skills if you see that new skills will be needed for the team to succeed.
See change as a positive force…a way to how move forward. Show that you are focused not on the negatives of change but on the way you can be even more productive and successful.
Posted by the lsa global team at 8:00 AM