Is change occurring in your organization due to the pandemic? Of course, it is? Are these changes causing stress or conflicts? Do you know how to get everyone on board the change train that is rapidly heading out of the station? How do you get employees to not only go through the motions, but also actually “buy into the changes that are necessary?
Any significant change creates “people issues.” New leaders will be asked to step up, jobs will be changed, new skills and capabilities must be developed, and employees will be uncertain and resistant. Dealing with these issues on a reactive basis puts speed, morale, and results at risk.
The secret to managing greater levels of change is not to press harder on the pedal already floored, but to shift gears and develop effective change leaders throughout the organization.Due to the increased pressure to respond to change quickly, and the changing dynamics of the workforce, human resource professionals as well as line and project managers must also wear the hat of change agents – leading the way to make change work – to be effective and productive and cost-effective.
Managing change in a fast-changing environment is increasingly the situation in which most organizations now work. To optimize your company’s response to market opportunities and threats requires more than just a plan but rather dynamic processes, systems and culture if your change initiatives are to be successful.
If you are a manager or executive, a project or team leader, a human resource professional or director, you need to understand the human elements of change and create effective strategies for engaging people to move forward with the change.
You need to develop the four key skills and implement the four key steps for leading change successfully.