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How do you handle change in your organization?
Successful rockstars have learned how to ride the waves of change. Tour stops shift, band members bale, and practically overnight, they go from obscurity to a household name. Rockstars that truly stand the test of time, do so because they can reinvent themselves, changing with the times and embracing a new version of who they are.
Businesses must do the same. Whether we like it or not, change is always happening. From shifts in the market to new technology, from staff turnover to mergers, and from strategic shifts to procedure updates, change is truly the only constant. While your rhythm as an organization will be challenged during these times, there are things you can do to stay in sync with your team.
Keeping the Beat During Times of Change
I use drumming to unite people and create a rhythm between participants during my keynotes and workshops. Throughout my presentations, audience members look to me to guide them as we navigate shifts in the rhythm. As a leader, employees are watching you. They will look to see how you are handling these changes. To model ease in the face of transition, you’ll want to follow these tips:
Be Open and Communicative
Very few people enjoy change for the sake of change. People want to know why you are making changes, how it will affect not only them, but the team as a whole, and finally, what benefits they can expect to see from the changes. When you are honest about what’s happening, you will not only build trust with your employees, but you will also reduce anxiety.
Create Space for Emotions
Change can be scary, and if you’re not constantly communicating with your team, they may be afraid of what’s coming and possibly even worried as to whether they’ll have a job in the future. Understand where their heads might be and open the floor to discuss, honor, and help alleviate (or at least discuss) any negative feelings they may have about the changes.
Involve the Team in the Process
While you probably can’t involve every employee in the decision-making process, employees will be more invested when they are able to provide their input. Create a forum where team members can speak openly and share their ideas and suggestions.
In The 5 Dysfunctions of a Team, Patrick Lencioni says, “Most reasonable people don’t have to get their way in a discussion. They just need to be heard, and to know that their input was considered and responded to.”
Provide Training and Resources
All too often, companies change the way things are done… but forget to let the employees in on the change. Whether offering new products or services, implementing new procedures, or utilizing different technology, your employees must be trained. Plan ahead to ensure they receive the proper training to handle the changes into the future.
Be Mindful of Workloads
During periods of transition, there may be more work to get done. While this is understandable, the responsibility shouldn’t fall on your existing employees. Some employees may jump at the chance to get overtime, while others may have a full plate and be unable to add more tasks. If you can’t hire temporary employees to assist with the workload or shift people from other departments to assist, examine your employees’ existing responsibilities and see if some tasks can be skipped or put off until the transition is complete.
If you don’t, you risk burning out your employees and creating even more change as you have to hire a new team.
Conclusion
David Bowie once said, “Tomorrow belongs to those who hear it coming.”
Change doesn’t have to be difficult or frightening. As a strong leader, you will keep the beat in your organization, ensuring that everyone has the right rhythm and stays in sync. You will help them navigate through change and come out even stronger!
For more information on rockstar leadership and teamwork, visit https://marvellessmark.com/
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