“The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday’s logic.” According to Peter Drucker, one of the best management gurus we ever had.
As the times and the issues are changing, what was appropriate yesterday is obsolete now. Post-Pandemic, everything is changing now. A major shift occurred in the global economy. In this changing environment, the mantra is “Leading through the change.”
Business executives must adapt to changing expectations as the industry changes. A crucial trait for guiding individuals through transformation. To promote change, leaders must win not only followership but also essential commitment. To guarantee a successful outcome, they must also change to bring the required change.
The new paradigm of any successful business is leading people effectively and not just systems. Leaders must provide effective leadership by removing obstacles on both personal and professional levels to achieve the desired aim.
Change is not that easy. For teams, change can be unsettling. A change can cause fear, if not addressed correctly. To allay fears, communication is the only medium. it’s crucial to guide individuals through the transition. An organization may find periods of change stressful, but teams may navigate these changes successfully with the support of strong, sympathetic leadership that knows their job.
The following are some steps needed to bring the required change to meet the challenging times.
● Training Through Change
● Leading through the change
● Holding the meeting
● Grievance Redressal
● The Create Transition team
● Anticipating change
Training through Change: The key to any successful business model is being able to change the status quo, which helps to gear the organisational pace for the change initiative the industry is seeking. Along with the changing circumstances, changes need to be made but unfortunately, changes do not happen automatically, there would be fears and the leaders need to ally those fears by communicating and telling a compelling story to change. Help the team understand the need for change and guide them through a smooth transition.
Leading through the change: It is said that respect is commanded. One cannot simply demand respect based on the position. Respect has to be earned. Working as an individual contributor differs from being a team leader in terms of mindset. Establish a culture of coaching and helpful criticism. Encourage people by praising their efforts and thanking them for it. By leading people through the process, you can delegate work and fix accountabilities.
Hold Meetings: Meetings are crucial to planning because they give staff members the chance to express their opinions, ideas, and concerns in a relaxed and cooperative setting. Accept input and evaluate them, but avoid falling victim to a cognitive bias based on the inputs. When an employee has a problem, pay close attention and take action to document the issue.
Grievance Redressal: Workplace complaints are unavoidable. It’s even believed that having a complaint gives life meaning! Unresolved complaints are the bombs which can. A grievance redress mechanism must be transparent, rapid, swift, robust, and confidential. An efficient employee grievance redressal procedure can be found in some of the best workplaces. For others, it can simply be a matter of survival.
Track Response: To track responses, sentiments, and worries regarding the changes, think about forming a desired team. Human resources can be the members along with process leaders as representatives. One must make sure the opinions are heard. This team should regularly hold meetings and report to the change management team to take the required action.
The change curve, which is an emotional rollercoaster, can be set off by changes of any size. It is only normal for individuals to be curious about what will be different for them. What will happen to my job, how people view me, and how I interact with others? All changes, not just major ones, require leaders to plan ahead for what they must do. Be sure to express empathy and gratitude for the effort. Recognize the accomplishments of your team and express your gratitude. What are they going to need to move on to the next stage? With your team, establish alignment and maintain momentum when times are tough. Put in the effort to navigate change together.