Tips for managing change

(see table on p. 34)

1. Promotion to a higher position

Benchmark the market rate to negotiate the best salary.

Ensure that training is part of any new role negotiated.

Learn to prioritize effectively to manage the increased workload.

2. Appointment of a new boss

Ask questions to discover how to trust your boss. Try to discover their areas of expertise and what they have achieved in the past.

Understand how the new boss likes to lead. Are they quick or slow to trust? Identify ways in which you can learn from them.

Explore whether the new boss sees ways in which you and your role can grow.

3. Participation in an international project

Make travel an advantage and not a disadvantage. Take time to stop over in new places you visit, and ask your partner or family to join you.

Learn about new cultural contexts. Think about how different ways of doing things can enrich your working style.

Invest time in improving your English with extra study so that you leave the project as a fluent speaker of English.

4. Introduction of a new IT platform

Take time to become an expert in the new system. If you are good at using it, you will enjoy it.

Think about ways in which the new system can make life better for customers and reduce costs. Share experiences with other users so that you can see ways in which the system makes sense for the company.

5. Relocation with family overseas

Think about how your family can benefit from the experience, not just you.

Establish a “schedule” to keep contact with old friends — for example by email, video or phone. Explore interesting activities in the local culture to ensure that you grow as a person. learning and acquiring new skills is an excellent way to become excited again about work, and to begin to appreciate the benefits of the changed situation. For leaders. Providing opportunities for employees to experience the benefits of the change — with training and support for new roles — is an important way to create self-belief in staff who are at risk of depression. It is also essential to take time for individual meetings to assess the feelings of team members, to provide support and help, and to coach a positive mindset.

e) Acceptance. This is the crucial phase, during which people come to terms with the new reality and begin to take steps to engage with it. They begin to exercise a sense of control over their changed roles and activities, find new energy and confidence, and re-engage with others to move their life forwards.

What does this mean for managing change at work?

For team members. It is important to take time to celebrate the successes experienced with the new way of working and to fully understand the personal, team and organizational benefits created by the change process. At the same time, a positive mindset should be deployed towards any remaining problems. Nostalgia about the old world needs to be rejected.

For leaders. As people begin to accept and embrace the new reality, it is important for leaders to set realistic goals to drive action, and to encourage everyone to fully participate in shaping the new world. Workshops that collect and test people’s ideas can build a sense of ownership among team members. As progress is made, communication and celebration of success are essential. So are individual and team feedback conversations to express thanks to those who have helped to navigate the difficult journey. Training that develops new ways of thinking and behaving and the integration of these into job descriptions and key performance indicators (KPIS) are also key parts of this phase.

4. The choice is yours

In many organizations, people feel that they are the victims of change driven by

outside forces. This often results in resentment towards change, accompanied by rejection and resistance, or even sabotage. Of course, some elements of professional life do lie outside our control, even for those in senior positions.

Making change work for the benefit of your team and organization requires a strategic understanding of your organization, its place in the market, its strengths and weaknesses, and the factors driving change. It also demands insight into the value of new ways of doing things and the ability to overcome the emotions that arise when we are forced to give up past habits and leave our comfort zone. Successful change demands deep questioning to learn both the why of change and the how. The change process can also benefit from individuals who don’t simply accept everything their leaders say, but instead challenge them constructively, with a view to optimizing the process.

Ultimately, individuals who seek to participate in change, to develop and grow with it, and to optimize and customize it to an ever-changing reality are likely to become part of the future of an organization rather than one of the many memories of its past. The choice is always yours to make.

INDIVIDUALS WHO SEEK TO PARTICIPATE IN CHANGE DEVELOP AND GROW WITH IT