You're facing conflicting employee perspectives on reorganization. How do you lead through the turbulence?

Para liderar através da turbulência causada por perspectivas conflitantes sobre a reorganização, mantenho uma comunicação clara e transparente, abordando preocupações e explicando os motivos por trás das mudanças. Escuto ativamente as opiniões dos funcionários, validando suas emoções e promovendo um espaço seguro para o diálogo. Foco em alinhar todos em torno da visão e dos objetivos futuros, destacando como a reorganização beneficiará a equipe e a empresa a longo prazo. Além disso, demonstro flexibilidade e apoio durante a transição, reforçando a confiança e garantindo que todos se sintam parte do processo.

Ouvir, entender de onde surgiram as dúvidas e direcionar para o caminho correto. Esse é o papel da liderança. Um líder que não está disposto a ouvir o seu time não terá sucesso na sua jornada.

Though the instinct may be to ignore the problem and hope it goes away, this strategy is rarely effective and often worsens the problem.The best starting point is to accept that the problem exists. Face it head-on and commit to finding solutions.

You're facing conflicting employee perspectives on reorganization. How do you lead through the turbulence? Focus on active listening. Create open forums and safe spaces where employees feel heard and valued. Encourage them to express their concerns, ideas, and emotions without judgment. By actively listening, you gain a deeper understanding of diverse viewpoints, allowing you to address fears and identify common ground. Reflect back on what you hear to ensure clarity and empathy. This practice not only fosters trust and transparency but also empowers employees, making them feel part of the journey. Active listening transforms turbulence into a collaborative and unifying process for effective change management.

Focus on communicating clearly. Provide transparent updates detailing the reasons behind the reorganization and the expected positive outcomes. Use straightforward language and multiple channels—meetings, emails, and briefings—to ensure everyone receives consistent information. Don't ignore concerns. Address concerns promptly and clarify any misunderstandings to dispel confusion. By articulating a clear vision and showing how each team member's role contributes to future success, you align and motivate the workforce. Clear communication fosters trust, reduces anxiety, and guides your team confidently through change, transforming uncertainty into shared purpose and direction.

I guarantee everyone has experienced a reorg where asymmetric information was rife. And most often, it was those who had conflicting or differing views who were kept out of the loop the most. Why? Because it's the path of least resistance...in the short-term. But long-term, the consequences don't justify a short-sighted approach. So, yes, provide reasons, show how the reorg aligns with the organisation's mission, provide updates, encourage questions, and act on feedback... ...but make sure *everyone* is receiving the information. Clear communication reaching only half of the room won't cut it.

Before trying to resolve any issue, find a safe, private, and neutral place to talk so that all parties involved feel free to participate in an open and honest discussion. Don’t choose the office of either party or a location near themEstablish a positive and assertive approach. If necessary, set ground rules. Ensure that each side gets enough time to express their views — and feelings — regarding the matter. Creating time for people to publicly acknowledge hurt or anger can help them feel heard. 

Die Vision eines Unternehmens ist der Anker, der es durch jede Veränderung zieht. Es ist entscheidend, dass diese Vision im Mittelpunkt der Kommunikation während einer Reorganisation steht. Ohne eine klare Verknüpfung der Reorganisation mit der übergeordneten Vision laufen Führungskräfte Gefahr, Verwirrung und Unsicherheit zu schüren. Die Vision gibt dem Wandel einen Sinn und eine Richtung, die Mitarbeitenden Orientierung bietet. Es ist daher unerlässlich, die Vision als treibende Kraft zu betonen und sicherzustellen, dass alle Mitarbeitenden diese verstehen und teilen.

Focus on empathizing openly. Acknowledge the uncertainties and emotions your team is experiencing. Share your own reflections and concerns, demonstrating vulnerability and understanding. By openly expressing empathy, you create a supportive environment where employees feel recognized and valued, fostering resilience and unity. Encourage open dialogue and validate their feelings, letting them know you’re navigating this journey together. This openness builds trust and morale, helping your team to adapt more easily and remain engaged. Open empathy transforms turbulence into an opportunity for mutual growth and strengthened relationships, ensuring a smoother path to successful reorganization.

In Zeiten der Reorganisation wird oft betont, wie wichtig Empathie ist. Doch echte Empathie erfordert mehr als nur ein offenes Ohr – sie muss von einer authentischen Haltung der Führungskraft ausgehen. Authentizität entsteht durch regelmässige Selbstreflexion, bei der die eigenen Werte, Überzeugungen und Emotionen hinterfragt werden. Nur wer sich selbst gut kennt, kann sich wirklich in andere hineinversetzen und glaubwürdig handeln. Führungskräfte sollten sich daher Zeit nehmen, ihre eigene Position und die damit verbundenen Gefühle zu reflektieren, bevor sie auf die Sorgen ihrer Mitarbeitenden eingehen.

Cómo liderar en tiempos de reorganización. No siempre es fácil. Pero, aquí te comparto lo que funciona: -Involucra al equipo. Hazlos parte del proceso. - Escucha activamente. Da espacio a cada voz. -Comunica con claridad. Transparencia es clave. Al incluir a todos: - Multiplicas ideas innovadoras. - Fomentas el sentido de pertenencia. - Generas compromiso y colaboración. Es en estos momentos donde el liderazgo se prueba. ¿Estás listo para liderar el cambio de esta manera?

Focus on encouraging involvement. Empower your team by inviting them to participate in shaping the reorganization process. Built trust and show openness and respect for involvement. Establish committees or task forces where diverse voices can contribute ideas and solutions. Solicit feedback and innovative suggestions, making employees feel integral to the transition. This inclusive approach not only harnesses collective creativity and wisdom but also fosters a sense of ownership and commitment. By valuing their input, you transform resistance into cooperation, turning potential turmoil into a collaborative journey toward a more effective and cohesive organizational structure.

Engage your team in the reorganization by inviting their input and ideas. This fosters a sense of ownership and encourages collaboration, making employees more likely to support the changes and work together for a successful transition.

Your team will be more receptive to change and feel more invested in the outcome if they are involved in making decisions. While we were reorganizing at AfroMed, I asked that everyone on the team think of ways we might organize our new operations. We made sure that everyone had an opportunity to participate throughout our workshops and brainstorming sessions. This did double duty: it enriched the discussion with new points of view while simultaneously giving the team the tools they needed to actively shape our future.

Employees will find it easier to interact with one another if they realize that they have a common goal. Once that’s established, both parties should collaborate to develop a solution for the problem. People approach conflict in various ways. A person may have one or more methods they prefer and use regularly

Facilitate discussions that bring together diverse viewpoints, fostering an environment where all voices are heard and respected. Guide conversations towards identifying shared goals and common values, laying a foundation for agreement. Use mediation techniques to navigate disagreements and emphasize the mutual benefits of collaboration. By aligning on a collective vision and demonstrating how each individual's contributions support overall success, you create a unified front. Building consensus not only minimizes friction but also strengthens team cohesion, enabling smooth progress through reorganization and beyond.

You need to build consensus on 3 levels: 1) WHY: Build consensus on why this reorg is necessary for the desired outcome (e.g. scaling the business, cutting costs, etc.) as opposed to other solutions. 2) WHAT: Build consensus on what the primary goals of the reorg are in line with achieving the desired outcome. 3) HOW: Build consensus on how the reorg should be implemented to ensure the outcome is achieved. Start with why. Reorgs are often unpleasant, costly, and time-consuming. Why is it the only feasible option to achieve your goals? Facilitate discussions to explore the fears, worries, & hesitancies people have. Once you've built consensus around why the reorg needs to happen, it becomes easier to manage the 'WHAT' & 'HOW'.

Leadership is often about doing the things that most other people don’t like doing. Conflict resolution is one of those things – but as leaders we must confront the tension head-on. Don’t wait, but rather activate your leadership to address the conflict before circumstances force your hand. Conflict can yield an emotional state of mind that makes it more difficult to manage it. As such, we must confront rather than allow it to fester because we failed to address the adversity when it first became apparent. Adversity is very big when it is all you can see. But it is very small when in the presence of all else that surrounds you.

Konsens zu finden, ist ein wertvolles Ziel in jeder Reorganisation, doch es kann nicht auf Kosten der klaren Verantwortungsübernahme gehen. Führungskräfte müssen die Balance zwischen beiden finden. In Situationen, in denen ein Konsens nicht erreichbar ist, sollte die Führungskraft mutig und entschlossen eine Entscheidung treffen und diese klar kommunizieren. Dies zeigt, dass man bereit ist, Verantwortung zu übernehmen und gibt dem Team die notwendige Orientierung. Klare Verantwortungsübernahme schafft Vertrauen, insbesondere wenn der Konsens nicht möglich ist.

In the dynamic healthcare environment of Central Africa, flexibility is crucial for effective leadership. Adaptability is essential during reorganization, as unexpected obstacles arise. Despite these challenges, the company successfully navigated turbulence and achieved its reorganization objectives without compromising its mission. The company adjusted its methodology for incorporating new technologies, recognizing the need for infrastructure in certain regions. This adaptability and responsiveness allowed the company to navigate turbulence and achieve its goals.

When we encounter resistance or turbulence during a reorg, we either pull back or try to push through it. We rarely adopt the path of flexibility - going around the source of resistance, like water flowing around a rock, until eventually it carries the rock downstream with it. In this case, what flexibility looks like is adapting and iterating your reorganisation plan based on feedback. Show your willingness to work with their valid concerns by incorporating their feedback into your plan, and they'll not just be an obstacle you need to go around, but one that flows downstream with you as you execute the plan.