Change is Inevitable
“Nothing we do can change the past. But everything we do changes the future.” —Ashleigh Brilliant
Change is constant. As the year is passing, the whole world is witnessing tremendous changes. Election cycles come and go. Music gigs might create changes for a whole change of ending. All sorts of instability produce waves, and these waves affect every level and aspect of life from the global economy to individual lives. This makes it important for any leader to understand that handling risks is central to being able to retain trust, continuity and stability within the organisation. Here are some tips for leaders to tackle the work-life uncertainties:
Expect change as inevitable: Change is inevitable in organizations – internal and external – restructuring, new technology, quality, leadership, markets, and digitization. Of course, there are some successful companies such as Amazon and Netflix that became leaders during the change. While the positive outcomes are not always assured, leadership can indeed steer individuals through the degree of vagueness.
Anticipate reactions: One of the most important leadership assets during large-scale change is to ensure morale and productivity are not greatly adversely affected. Instead of getting intolerant or frustrated, leaders must accept and act on people’s predictable resistant reactions to change.
There is a need for leaders to address resistance gently and not be intolerant, impatient, or frustrated. This energy is negative, and responding in kind will only frustrate and continue to decrease people’s receptiveness toward change. However, if one talks about the key change that is about to happen and learns all about the possible resistance in the process, he will be able to change people more easily as they will be more prepared for such change.
Be Patient: There are three stages in the process of organizational change and they are initiation, acceleration, and reconfiguration – and these stages cannot be hurried. Managers integrate change roles in different successful change implementation plans, both minor and significant. First, they have to know what phase of the process their team, department or company is in order to help them progress to the right stage while understanding that not all parts of the organization go through the process at the same time.
Regardless of changes as a constant variable at the workplace, they can be liberating or stressful to employees. Thus, a leader’s job is to look for change, guide the organization through it as seamlessly as possible, and also help smooth out those rough edges so everyone just gets with the program.
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