Tips, Tasters, Thoughts
Leading People through Change
We experience change in our everyday lives continuously, so why is change at work so difficult?
Is it because it is imposed? Is it because people don't understand the benefits? Is it because they feel powerless to affect the changes taking place? Is it fear? Fear of appearing incompetent in a new situation, of working with new people, of the unknown?
There are many reasons that cause suspicion of and resistance to a change that you may have to implement. Here are a few guidelines that have worked for us.
- Create awareness of the need for change
- Communicate a clear vision of what the future will hold
- Visibly show your commitment to the change - be a role model
- Involve people at an early stage
- Identify and nurture change champions
- Communicate the changes honestly and the rationale behind them
- Anticipate how people will be affected and will react
- Recognise losses and discuss these openly
- Take action on concerns
- Do whatever you can to restore people's sense of having some control over their situation
- Be realistic - there's no going back & things will be uncertain for a while
- Give the people affected a role in implementation
- Offer training and coaching for new roles and skills
- Celebrate the new beginning
Most important - be visible & approachable
and
Communicate, Communicate, Communicate!
If you would like to understand how Bridgford Consultancy can support your organisation with change, click here - Change Management.
You are very welcome to copy and use this taster on 'Leading People through Change' as long as you credit Bridgford Consultancy and include our contact http://www.bridgfordconsultancy.co.uk