You're adapting to a workplace culture shift. How do you effectively manage your time?

When a culture shifts in the workplace usually the power shifts as well. Make sure you are tuned into who the new stakeholders and how priorities may have shifted for the current stakeholders.

Culture and cultural change is often nebulous, ambiguous, and difficult to understand. Be certain that any review of organisational, team, and individual priorities are clearly aligned to the change process

It is very usefull the Eisenhower matrix - a task management tool that helps you organize and prioritize activities according to their urgency and importance. With this tool, you will divide your tasks into four quadrants according to which ones you will do first, which ones you will schedule for later, which ones you will delegate and which ones you will eliminate. Also spending time to know my colleages which is a very important part in the adapting process and understand the culture.

Prepare - help employees to understand the need for the transition. They need understand the need for change: how it will impact their job responsibilities; listen to their concerns so you can assuage any fears; and outlining the vision and plan for achieving it. Implement - execute changes in a way that is compatible with your company’s vision for the future. Follow-through - ensure the change sticks and becomes embedded in your company’s culture and practices. Regularly update key stakeholders on the status of the project.

To effectively manage your time while adapting to a workplace culture shift, start by planning strategically. Begin by setting clear, achievable goals that align with the new culture. Break these goals into smaller, manageable tasks and prioritize them based on their impact and deadlines. Use a planner or digital tool to schedule your tasks, blocking out specific times for focused work. Regularly review your progress and adjust your plan as needed. Allocate time for learning and adapting to new processes or systems introduced with the culture shift. Stay flexible, but also protect your most productive hours for high-priority work. As Dwight D. Eisenhower said, "Plans are nothing; planning is everything."

From experience, almost all cultural change fails because of the lack of integration and alignment to strategic goals, and a top down leadership skill set in which to make it happen. Working in this type of environment requires highly skilled thought leaders who have the vision and technical ability to scale and resolve organisational challenges with innovation and commerciality. Forgive the candidness, but if these building blocks aren’t in place, the chances of failure are high!

You need to think about integration. How can you integrate the new culture with existing rituals and habits that you have as an organization. You could start with a simple 'stop-keep-start' exercise: what do you need to stop doing, keep doing and start doing to optimally integrate the new culture?

?? To try something new, especially culture, in order to be more effectively manage our time, usually I propose to all stakeholders to try it first at a limited area of workplace, that we called it Pilot Area, Pilot Line or Pilot Machine. ???? Of course, a smaller-area of focus will create a better span-of-control, and it will surely provide a relatively smoother transition & less-risks environment when unexpected things happen.

Any time we experience a shift or change, it will make great demands on us to be flexible. This can be extremely challenging especially if we have developed habits and patterns that are hard to break. My approach champions curiosity in these moments. If we can be curious about the possibilities that change may bring it is much more likely that we will be able to think and behave in a flexible way.

Role model the flexibility required in thinking, innovation, problem solving, leadership, etc. Ensure that everyone understands their roles and contributions in the culture change. Harness greater flexibility in knowledge sharing, team collaboration, working hours, processes and procedures

A flexibilidade é importante n?o apenas para adapta??o a uma nova cultura, mas também como forma de experimentar novas formas de ver e pensar sua atua??o no trabalho. Quem sabe uma nova forma de fazer algo, uma nova abordagem a resolver um problema podem ser a solu??o necessária para promover um ambiente mais humano é diversificado. Essa atitude pode auxiliar você a se sentir melhor e ainda torna o ambiente mais aberto a criatividade e inova??o.

In my experience you cannot over-communicate when a culture shift is ongoing. Be open with your team as it helps them come along on the journey, be clear as to what is working or not working from your own perspective and create a safe and open dialogue as much as possible, so that the team can both learn together and then evangelize to others how they are managing their time effectively during this shift.

Don’t limit communication to your team. Build a collaborative and transparent communication and engagement plan that is implemented across all layers of the organisation hierarchy. Encourage “middle-up-top-down” dialogue to ensure that messages are shared and that all voices are heard

A comunica??o é parte essencial na cultura organizacional, especialmente se você for líder. A equipe precisa entender que a sua comunica??o n?o é apenas falada, mas demonstrada em a??es e atitudes suas. N?o adianta comunicar verbalmente que quer inova??o se as suas atitudes n?o abrem a essa possibilidade. Ou seja, alinhe comunica??o a a??o.

Something big that is missing from these headings it the need to fully understand WHY the shift is happening, the WIIFM of it (What's In It For Me), and then the expectations the shift has of you from a mindset and behaviour perspective. So re-order this point to number one and get clear on what's happening and why first. Then add communicating as number two with the others to follow. You can't Plan if you don't understand what's going on, right?

Build infographics, dashboards, RAG updates, and create compelling story boards of the journey of change and lessons learned along the way

One thing which is important while navigating such cultural shift it to allow time to yourself. I often find people evaluating others or judging themselves too soon to conclude. Culture shift involves learning lot of new things and ones needs to allocate time and integrate them in your natural flow of work. Be prepared to adjust as the new work space evolves.

How a leader learns is key to adapting to culture shifts. Leaders must find the right balance between action and analysis. Both reflecting on past efforts and their consequences, as well as repeating activities to continuously improve through trial and error, can be necessary at times. This also influences their preferred method of learning. Does your organization encourage replicating proven solutions and methods, or is challenging the status quo encouraged? Is your team’s source of knowledge the precedence of history and cumulative knowledge, or is it based on inquiry, where team members are encouraged to ask “what if?” The right balance will likely depend on the shift underway, as well as the capabilities of the individuals involved.