Here's how you can seize opportunities amidst a culture change as a mid-career professional.

Alla base di una cultura del cambiamento c’è un’attitudine da allenare creando ponti di fiducia tra l’organizzazione e le persone che ne fanno parte. Il cambiamento è efficace quando accompagnato da una leadership coesa e coerente che sa mostrarne con i fatti il valore. Imporre il cambiamento e’ distruttivo .. le persone in questo caso tendono a diventare resilienti nella migliore delle ipotesi ma le aziende hanno bisogno di persone anti fragili per costruire invece di distruggere nei processi di cambiamento radicale

Embracing the change is very crucial, sometimes dealing with change is very challenging but if you go to Rome, do as Romans do. We have seen alot of people getting into big problems for failing to adapt the new change or culture.

Any change, and especially culture change has a certain momentum to it. And it often starts with and involves the most senior leadership in the organization. The momentum presents the perfect opportunity to reinvent ourselves! In this climate, our ability to evaluate opportunities within our own behavior, and that of our teams, and also our processes, that can promote the culture change, will add tremendous value to the overall process of organizational culture change. You will enjoy the process, and most likely this will be met with great enthusiasm, recognition and gratitude from leadership!

I believe that in talent management, the ability to adapt to change is a crucial principle for both individual and organizational success. As a company's work culture evolves—whether due to the adoption of new technologies, process improvements, or strategic shift, it becomes essential for employees to willingly embrace these changes rather than resist them.

The "nobody told me" attitude won't take you very far. Staying informed means reading whatever seems even half relevant, listening to other people's conversations, and above all ask questions. There will be a lot of gossip and rumors circulating, so be careful what and who you listen to. You can always seek clarification. Staying informed shows interest and it is important that the right people know you are interested.

Get curious! What kind of behaviors are desired in the new Culture? What gets recognized? Ask questions and learn more about the Culture change and who the key change makers are.

Manter-se informado é essencial para profissionais crescerem e se destacarem. Informa??es atualizadas permitem decis?es melhores, competitividade, crescimento pessoal e profissional, adapta??o às mudan?as, constru??o de rede de contatos, reconhecimento como especialista e credibilidade. Isso é alcan?ado por meio de leitura diária, forma??o contínua, participa??o em redes sociais e comunidades profissionais.

Es importante que haya motivos genuinos de contribución en el proceso de cambio cultural. Si nos informamos, solo por el mero hecho de tener información, no aporta en absoluto. Si nos informamos con el fin de entender y desde ahí aportar, dando ideas, ofreciendo apoyo o ejerciendo algún rol como agente o embajador del cambio "tu trabajo se verá por si solo"

In M&A some of the most in the know individuals are the assistants, or people who have been with the company for a long time. Building new relationships is a great way to be proactive even when there is a high degree of uncertainty.

It's not about who you know, it's about who knows you. Show up energetic and engaged in the changes, get involved with those that are leading the change. They will remember you as a change champion.

Eine gute Vernetzung ist tats?chlich das A und O. Um die Unternehmenskultur komplett zu verstehen, ist es dabei auch wichtig zu erkennen, wer sind Schlüsselpersonen im Unternehmen. Wer hat besonderen Einfluss, wer "zieht die Strippen im Hintergrund" bzw. wer spielt auf der Hinterbühne und ist unerl?sslich, wenn sich Ver?nderungen im Unternehmen durchsetzen sollen.

Building a strong internal network is crucial during organizational change. Connect with influential colleagues to gain insights and support. Use a design thinking approach to empathize and understand their needs, enhancing your relationships. Apply agile methodologies by regularly checking in and adapting your approach based on feedback. Identify key players, offer value, and leverage collaboration tools to stay connected. By fostering these relationships, you'll navigate change more effectively and help yourself and others thrive. ??

Identifiez et rapprochez-vous, via des réseaux comme LinkedIn, de leaders du changement. Identifiez au sein de l'entreprise les champions de la culture et les éléments moteurs au sein de l'organisation. En établissant des relations solides, vous pouvez échanger des informations, obtenir du soutien et collaborer sur des initiatives de changement. N'oubliez pas que le réseautage doit être réciproque : il faut souvent commencer par donner pour recevoir. Partagez vos connaissances et offrez votre aide aux autres pour renforcer ces relations.

Internal networking works both ways. This is important to remember. If you only network internally for what you can get from it, you will soon be seen as a predator. Always be willing to contribute and to give. When you network people will also see you as a go-to-person.

One thing I have found is growing with and through culture change is, metaphorically speaking, a powerful place to stand. From this perspective you may see possibilities for new ways to make organizational impact and lead the change. Leverage the transition to stop doing something that no longer serves you and innovate in ways that do.

Updating skills includes emotional intelligence skills, and how to adapt to the style of the person your are sitting across. What do they want to communicate? Sometime a good listener is a the best way to open doors and put into practice capacities such as leading with compassion.

Este punto es crucial para el éxito del proceso. Desarrollar las competencias les permite a las personas tener una orientación clara de lo que tienen que hacer, además de la motivación. Las áreas líderes deben transmitir con comunicación efectiva cuales son las habilidades base para avanzar y también como será medido el éxito "tenemos que asegurarnos que todas las personas entiendan lo mismo". Por ejemplo, creo que todavía frente al desafío mostrar la relevancia de la IA generativa para el uso diario y como le podemos sacar partido al conjunto de herramientas que ya existen.

I would add that one tool that helps is the four boxes; Stop doing, Start doing, Keep doing, Change what your doing. This puts into context the effect the change will have on you and also the skills and behaviors you may need to learn. |Networking internally and externally is useful as the conversations may bring in others perspectives and experiences and help you prepare for the transformation to take place. If there is new technology then learning the technology operation system and how it may be applied is essential (recall how we adapted very quickly to virtual meetings and what we learned as we went along)

Self-advocacy is a very difficult thing for many people. I used to be frustrated that people could not simply see that I did great work. That's why they hired my, that's what they expected, and that's what they got. So why did I never get recognised? I had to tell them. Them being management. It is sad in a way that you have to constantly sell yourself internally, but it is something you have to learn, and learn to do in a sympathetic way. Tell them what you did, tell them what you plan on doing, then tell them that you did it. You will have heard the saying "there's no I in Team", well everybody makes a contribution and you can also point out to the right people "this is what my team has come up with".

Es importante mencionar que la autodefensa o contribución personal no se trata de presumir de un modo egocentrista tu trabajo; se trata de visibilizar tu trabajo y cómo éste impacta positivamente en el equipo durante el cambio cultural.Al ser una persona proactiva, comunicativa y segura de ti misma, podrás aumentar tus probabilidades de éxito y acceder a nuevas oportunidades, ya sea dentro de la organización o incluso en otra en la cual tus habilidades se potencien aún más.

Do advocate for yourself you have to know who you are and what you want to be able to best move the agenda forward. Are you trying to keep a volatile environment more steady, or rally like minded individuals to push the boundaries?

It is our skills, attitudes, and ability to adapt that allows us to get ahead, or become what keeps us stuck.? Change is the only constant in live. It also leads to opportunity.

I agree being adaptable is key to cultural change in the workplace. As the world continues to evolve the nature of work, how we work and where we work, it’s important to become aware of how any change will impact you and be open to what is happening. I have found remaining positive and finding the silver lining is key because you can’t always stop or influence what’s happening so you may as well find the parts you like and use those to drive your attitude towards change. Take opportunities to be involved if you can and to help lead others through the change. This gives meaning to your own personal journey as well. And don’t be afraid to ask questions. Silence is golden only applies to movie theaters ??

Ser adaptável é essencial para enfrentar mudan?as rápidas no ambiente de trabalho. Isso permite ajustar-se às novas circunstancias, promove flexibilidade, incentiva inova??o e facilita o desenvolvimento contínuo. Profissionais adaptáveis possuem mentalidade aberta, capacidade de ajuste, resiliência e habilidades de comunica??o efetiva. Estratégias incluem manter-se informado, aprender continuamente, praticar flexibilidade e cultivar resiliência. Os benefícios incluem melhor desempenho, valoriza??o profissional e crescimento contínuo na carreira.

Part of the transformation in any cultural change is to ensure you are on the right path and that others see this as working together, which implies being vocal about issues and your actions and activities and also ensures that your views are heard and your contributions identified. I would assume that there would be multiple check-in session as well as team stand ups to help everyone on the change path and also to identify barriers and even course re-directions, which may on occasion be necessary. Culture change is not railroad its path of mutual discovery to something better.

Change is inevitable ..and to sustain it most important is our Attitude and Willingness.. rest everything can be learned along .. one needs to have their attitude to look at the positives of the change and be willing to adapt to new situations, people, culture and most importantly be ready to let go of the past and things which are comfortable.

Be able to recognize if your environment is conducive to your growth and ability to contribute, if not and it cannot be influenced, be open to new possibilities.

Regardless of what the organisation does, you need to design your own path. As you are not what you do! Determine what your north star is/your purpose is Then what your unique skills can contribute to make the world better Create a Strategic Life Map to get you there

We often think cultural change is a single massive unified program. It is not, because reality hits you in the face at every turn which means you need to be both adaptable and resilient. For example, we were about to launch a major change in our approach redeployment which would have been of significant benefits to many underrepresented groups when our unions took workers out on a strike on something we had no control over but which impacted employees. We had to resolve this to give our change an opportunity to succeed. It delayed us by some 3-4 months. (it was mix of economic and political issues but it also allow us to change how the company and unions worked together in the future)

Ver?nderung passiert andauernd. Wir ver?ndern uns und vor allem ver?ndert sich unser Umfeld in dem wir aktiv sind permanent. Wenn wir Teil dieser Ver?nderung sein wollen, dann macht es Sinn, das wir uns aktiv einbringen. Wenn wir dies nicht tun werden wir ver?ndert, ob wir das wollen oder nicht. Selbst Teil der Ver?nderung zu sein gibt uns das Gefühl im Fahrersitz zu sein. Hier k?nnen wir Ver?nderung beeinflussen und gestalten. Das gibt uns ein befriedigendes Gefühl gibt und motiviert uns. Stell dir die Frage, was kann ich beeinflussen in meinem Umfeld? Wie kann ich eine aktive Rolle spielen? Menschen sind nicht per se gegen Ver?nderung, sie wollen nicht ver?ndert werden. Unterstütze andere in diesem Prozess.