Veja como você pode conduzir sua equipe com sucesso por meio de mudanças organizacionais.

Data Says Change is an Opportunity! - 70% of change initiatives fail (McKinsey). Why Collaboration Matters: - 6x Higher Success - Reduced Resistance - Improved Communication Data-Driven Benefits of Effective Change Management: - 17% Productivity Boost - 26% More Innovation - 23% Increased Engagement With 25+ years of experience and a global network, #Tholons provides data-driven solutions: - Change Impact Assessments: Identify risks and tailor strategies for a smooth transition - Data-driven Communication Plans: Segment audiences and deliver targeted messaging - Change Management Training Partner with Tholons and transform change from a hurdle into a springboard for innovation and lasting success.

The main way to steer you team through an organizational change is have clear communication on expectations on what you are looking for out of the change, and how it will benefit them personally and as a team.

When responding to organizational shifts, it's essential to acknowledge the unsettling nature of change while also recognizing the opportunities it presents for growth and improvement. Encourage your team to view change positively by highlighting the potential benefits and emphasizing the value of adaptability. Foster open communication to address any concerns and create an environment of optimism and resilience. By setting this tone, you can guide your team to not only accept but also embrace the changes ahead.

Be transparent with the team .Let the team to understand ,the vision of new management and if there is any changes in their KPI .It is also important to allow the team to know how important each one of them till this moment and in future too .Ensure there won’t be any sandbagging situations .If there is any concern to be addressed then it must be done without any delay . These actions surely will convey a good and positive message to the team about new management .

One thing I have found helpful as a people manager is to acknowledge that change is painful, but to focus on the professional and personal growth that can come from it for team members as individuals. If everything remains the same we stagnate. It’s only through change and getting out of our comfort zone that we stretch ourselves, and ultimately look back realizing that we are stronger, better, and more valuable to an organization because of it.

To successfully navigate organizational change, communicate clearly and frequently about the reasons and benefits. Involve team members early for insights and ownership. Provide a clear vision and set measurable goals. Lead by example with enthusiasm. Address concerns with support and training. Foster a supportive, collaborative culture. Manage resistance by understanding its causes and engaging team members. Be flexible and ready to adjust plans. Celebrate milestones to maintain morale and monitor progress with constructive feedback. Encourage continuous learning and evaluate the process for future improvements. These steps keep the team engaged, motivated, and productive during change.

In communicating change, team members - especially those directly impacted by the change, often want to hear What's In It For Them". Therefore, the conversations should seek to clarify the change vision ( what does the end result look like), associated benefits, the non-adoption upshot and the team's role or contribution to such vision. Additionally, mantain transparency of relevant information throughout the transition. This creates trust among the team, and in turn strengthens their support for the change at hand.

Communication is critical during times of change. As a leader, when communicating information about change, work to share stories and tell narratives to connect with people emotionally, help them remember information and better understand the reason behind the change. Our brains are wired to look for patterns, and stories provide a clear narrative that is proven to help us better understand and retain information. Further our brains have evolved to create an emotional connection to stories which makes it easier for us to remember and connect with the information that is provided through them.

Changes are always a part of any organization in respect of strategic business & operations growth part. Adoptions of changes is not same for all from top to bottom line and impact of changes are also not same for all. It's a responsibility of team leaders to communicate properly the changes and it's impact on their team members and their growth part.

Communicate Clearly Effective change management hinges on clear communication. It’s crucial to convey the rationale, outcomes, and process of changes. Consistency and transparency in messaging prevent misinformation and build trust. Regular updates and discussions ensure team involvement and reduce resistance. Chris Schmelzer emphasizes storytelling for emotional connection and information retention. Hilja NT Katshuna suggests addressing “WIFM: What’s In It For Me?” to clarify change benefits and individual roles. This approach minimizes anxiety and fosters a collaborative environment for navigating transitions.

Frequent AMA's with Pre-Collated Questions - Leaders at every level should address their org answering their questions in a way that builds trust & reiterating on the vision that does not change. Allow anonymous questions & choose the ones with high votes. For tough questions, its ok to show vulnerability and even asking for help.

"Recognize the importance of supporting your team members both professionally and emotionally. Offer resources for skill development and create mentorship opportunities to help them adapt to new roles or responsibilities. Be empathetic and acknowledge the emotional impact of change, validating any concerns or anxieties they may have. Make yourself available for one-on-one conversations and actively listen to their thoughts and feelings. By demonstrating genuine care and providing a supportive environment, you empower your team to navigate the change with resilience and confidence."

The importance of embracing change, clear communication, support, empowering leaders, strategic adaptation, and celebrating progress.

"Identify and nurture potential leaders within your team who can champion the change initiative. Provide them with the necessary support, resources, and training to develop their leadership skills. Encourage them to serve as role models and mentors to their peers, fostering a culture of collaboration and shared responsibility. Delegate authority and empower these leaders to make decisions and drive the change process forward. By distributing leadership responsibilities, you not only build a stronger leadership pipeline but also create a sense of ownership and accountability among team members, leading to a more successful change implementation."

It always inportan6to find and encourage employees within the organization and support them to develop their leadership skills to smoothen the structure to achieve goals .

Delegating and creating value in each of the assigned functions. In addition, it is necessary to identify opportunities for improvement that each team member can make.

When I introduced the web version of our ERP system to my team, they initially resisted due to the changes in the user interface and the stricter handling of details. However, I recognized the importance of strategic adaptation. I actively sought feedback from the team, allowing us to refine our approach and address challenges promptly. By bridging the gap between the new system and their needs, we evolved in a way that enhanced our overall effectiveness. Following steps were implemented for successful implementation: 1. Involved them in the process and emphasized the benefits 2. Fostered open communication and collected feedbacks 3. Provided training sessions

1. Clear Communication : Maintain transparency by regularly updating your team about the change process, its impact, and the benefits. This reduces uncertainty and builds trust, ensuring everyone is aligned and informed. 2. Empathy and Support : Acknowledge the challenges and emotions your team may face. Offer support through resources, training, and an open-door policy to address concerns, fostering a resilient and adaptive work environment. 3. Empowerment and Involvement : Involve team members in the change process by seeking their input and feedback. Empowering them to take ownership of aspects of the change enhances engagement and commitment to the new direction.

Some organizational changes can rearrange the team entirely. The work you do in the categories and steps in this article are hopefully happening BEFORE any changes are announced so that regardless of how change happens, because it always does, both you and your team can adjust. Success depends on flow of accurate information, trust in each other and 360degree coaching and support. How we treat people today dictates how we execute as a team on tomorrows challenges.