Como os líderes de gerenciamento de mudanças podem promover a colaboração dos funcionários durante um período de mudança?

One of the most underrated first steps is to create awareness of the Change. In this case we are referring to 2 way communication. Some check points which your Change team can assist leaders with: Preferred sender (Identification) Prepare message/Themes Ensure that preferred senders answer the right questions first. (Why is change coming?, What is it?, Risk of not changing) Answer what's in it for me (Build desire) Repeat message several times Create a channel Evaluate effectiveness of messages

In the end most decisions on Change are made at the Top of organizations but the most impacted groups of stakeholders(End users) that are far down the organizational chart are never consulted. By getting employees actively involved in a change that impacts them directly, you will provide them with an increased sense of control, build their commitment to the change and reduce the amount of resistance that is likely to occur. 2 way communication is a key area to keep all stakeholders involved and obtain their input. Thus ensuring that the Change is occurring in harmony with them and not to them.

A great methodology to use in building support/resources is to use ADKAR. It provides a structured approach to build individual's change capability. Starting with Awareness of change, Building Desire for change, Providing Knowledge/Training on the Change, Provide stakeholders the ability to use/practice the change and ensure the change sticks by using reinforcement like rewards and recognition.

Change management leaders can foster employee collaboration during a period of change by building trust and rapport through: 1. Open Communication 2. Active Listening 3. Accessibility 4. Consistency 5. Empathy 6. Inclusive Decision-Making 7. Recognizing Contributions 8. Clear Expectations 9. Training and Development 10. Feedback Mechanisms By prioritizing these elements, change management leaders can create an environment where employees feel valued, heard, and part of a collaborative effort toward successful change.

Change management leaders can foster employee collaboration during a period of change by actively promoting diversity and inclusion through: 1. Inclusive Communication 2. Diverse Representation 3. Cultural Competence Training 4. Celebrating Diversity 5. Equitable Opportunities 6. Employee Resource Groups 7. Fair and Inclusive Policies 8. Accessibility 9. Diversity in Leadership 10. Feedback Mechanisms By actively promoting diversity and inclusion, change management leaders contribute to a collaborative environment where employees feel valued, respected, and motivated to work together toward successful change.

Diversity and inclusion is an important aspect of any change initiative. Just as DE&I benefits other critical aspects of business management, a diversity of ideas and perspectives strengthens the strategy and execution of the change initiative. Depending on the size, scope, complexity and length of your initiative, identify one or more diverse cohorts that can provide input and feedback throughout the change process. Choose for diversity in career tenure, company tenure, departments, leaders and ICs, gender, race and other factors to evaluate readiness, identify and manage barriers and risks, ensure alignment to corporate strategy, optimize communication plans and learning solutions and identify how to embed the changes to make them stick.

Change management leaders can foster employee collaboration by promoting open communication, inclusive decision-making, and cross-functional teams. Establishing clear goals, providing collaborative training, and recognizing teamwork contribute to a positive collaborative culture. Utilizing digital collaboration tools enhances communication, especially in remote work scenarios. Encouraging adaptability and celebrating small wins reinforces a collaborative mindset. Leadership visibility and investment in development programs further solidify a culture of teamwork, ensuring employees collectively navigate change with resilience and unity.