Few tasks test the skills and qualities of a leader as thoroughly as change. Leaders need to not only understand how their role can influence their organization’s change management plan, but also what they can do to successfully shepherd their teams and employees through it.
One of the secrets of today’s most agile organizations: Instead of spending time preparing for what they think might happen, they put their energy toward anticipating and managing change of any kind.
Why is resistance to change so persistent? The simple answer may just be that people want stability. They want to be able to predict what will happen to them instead of being confronted with the unknown.
A change management process refers to any system or framework a business or organization puts in place in order to help them design, build, implement, and manage change strategies.
Creating and implementing a change management plan helps organize the transition to a proposed change, improves buy-in, and builds trust among team members.
Change can be hard and messy – and it’s often not a choice. So how does a leader guide their people through unforeseen circumstances and complex problems?
Major changes in a work environment, whether they be adjustments to management, updates to office technology, or staff changes, can be hard for a team to get used to and incorporate into their day-to-day routine. Enter the Kübler-Ross Change Curve™.
As businesses have moved to remote and hybrid operations, one nagging problem persists: How do companies navigate the inevitable customer success team challenges?
Technology, culture, and the economy are evolving faster pace than ever before. The ability to adapt plays a critical role in the success of a business.
Change isn’t easy. Help your employees peacefully transition with these tips.