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2 Comments on “Confidence over successful organizational change falling”

  1. admin
    Tierah Chorba (from LinkedIn SmartChange™ Network Group) Clear, actionable, effective. Great points to help those heading into the rough waters of change. I will add my own to this already powerful list. Be HONEST about the pain. You must validate the very real feelings of fear, distrust, confusion, and pain. When you don't allow them a voice, they will show up in conscious and unconscious forms of resistance. Change is hard. Agree early with that truth.
  2. admin
    Claudia M. (from LinkedIn SmartChange™ Network Group) I can add that showing excitement about the upcoming changes –positive- Even when the change will be painful, explain why the change is needed and what the cost will be if not doing it. If you do not believe it, they will not. I think that is part of be honest as well. To sound honest, some down deep research has to happen in your own business culture. In my previous experiences, corporations take it for granted that any change is a good change, then takes longer than expected and morale gets in play with too many ups and down. Leaders do not talk to bottom line people that make their wages and company profits. Then when things get bad they communicate with very low credibility and they cannot increase their morale. I am not saying that everyone must agree in organizational changes; however, a little bit of culture search before start doing it –communicate by asking inputs-, can save you many headaches. Also, gives you the opportunity to identify those key performance indicators your customers/business need. The more you sign the song with a good tune, the more they will come and dance along :-). And keep the ears open to the opportunities to address immediately any misunderstanding that might cause resistance. Great article summary! Gracias

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