What do you do if your organization undergoes major changes?

1 Assess the impact

The first step is to understand how the change will affect your organization, your business partners, and yourself. You need to identify the goals, benefits, risks, and implications of the change, as well as the potential barriers and resistance. You also need to evaluate your own readiness and capacity to support the change, and address any gaps or concerns you may have. By assessing the impact, you can prepare yourself and your partners for the transition and align your expectations and actions with the desired outcomes.

2 Communicate clearly

The second step is to communicate the change effectively and transparently to your business partners and other stakeholders. You need to explain the rationale, the scope, the timeline, and the roles and responsibilities of the change, as well as solicit feedback and input. You also need to listen actively and empathetically to their concerns, questions, and suggestions, and acknowledge their emotions and perspectives. By communicating clearly, you can build trust, engagement, and collaboration among your partners and stakeholders, and address any issues or conflicts that may arise.

4 Learn and improve

The fourth step is to learn and improve from the change process and outcomes. You need to monitor and measure the progress, impact, and results of the change, and report and celebrate the achievements and successes. You also need to identify and analyze the lessons, feedback, and opportunities for improvement, and apply them to your future initiatives and interactions. By learning and improving, you can foster a culture of continuous improvement and innovation among your partners and stakeholders, and increase your own skills and knowledge as a BRM.

5 Support others

The fifth step is to support others in coping with and embracing the change. You need to recognize and appreciate the efforts, contributions, and strengths of your business partners and stakeholders, and provide them with recognition, feedback, and coaching. You also need to empathize with and assist them in dealing with the stress, uncertainty, and resistance that may come with the change, and offer them resources, guidance, and encouragement. By supporting others, you can create a positive and productive environment for the change, and strengthen your bonds and trust with your partners and stakeholders.

6 Take care of yourself

The sixth and final step is to take care of yourself and your well-being during and after the change. You need to balance your workload, responsibilities, and expectations, and set realistic and achievable goals and boundaries. You also need to manage your emotions, stress, and energy, and practice self-care and resilience strategies. You may need to seek help, advice, or support from others, such as your peers, mentors, or coaches, if you feel overwhelmed or stuck. By taking care of yourself, you can maintain your health, happiness, and motivation, and perform at your best as a BRM.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?