Here's how you can smoothly adapt to a culture change in your organization.

- Accept that change is inevitable...and that it doesn't have to be a bad thing. - Learn how the changes impact your role and processes. - Quickly identify the most positive aspects of the changes and if there are negative aspects, try your best to find the "silver lining". - As much as possible, avoid negative talk (coming from yourself and others) about the changes. - Become a champion for the most positive changes.

I've witnessed countless professionals navigate cultural shifts. Here's the truth: embracing change is your superpower in today's dynamic workplace. Think of organizational change like learning a new dance. At first, you might step on some toes, but with practice, you'll be gliding across the floor. The key? Curiosity and flexibility. Ask questions, understand the 'why' behind the changes, and look for ways to align them with your own goals. It's not about losing yourself, but evolving. Remember, those who adapt quickly often find unexpected opportunities. So, instead of digging in your heels, try on those new cultural shoes. You might just find they fit better than you thought!

Communicate the need, vision and impact of the change and importance of keeping focused on our jobs. Allow for two-way dialogue with teams, Additionally, there are 5 specific roles a manager plays during a time of change: Communicator, Liaison, Advocate, Resistance Manager, and Coach. These roles are always important, but especially during a time of uncertainty. As the change continues to move forward across the organization, managers must apply these five roles through two lenses: 1)Ensuring that colleagues continue to deliver on business as usual; 2)Preparing for/navigating the change and time of uncertainty

Opening communication is most important aspect in Culture change. 1) Try increasing the communication channels among all stakeholders right from bottom to top of hierarchy. 2) Try engaging in your teams how they see the cultural changes as for their future career prospects. 3) Try maintaining an open collaborative environment which will help in embracing the culture change easily. 4) Try to understand other department fears,beliefs and concerns about the new culture change.

When I am faced with a significant change, what has helped me be adaptable has been through being curious. By being open to change, take the time to understand why the change is happening and needed, asking questions, and volunteering to assist or finding ways I can support the change, I am personally ready to accept the change but also champion it by communicating with others.

Know which peers to engage with. There are 4 stakeholder types in change: Champions, Potentials, Apathetic, and Detractors. Engage the Champions and Potentials immediately. With additional knowledge, Potentials could become Champions. After focused engagement efforts have begun, work with the Apathetic to find out ways to make inclusion easiest for them. The Detractors may never be onboard, so it is important to have a change management structure that builds in accountability for progress.

Empathy is crucial during change. Recognize that any change effects different groups and individuals differently. Some folks need to be heard and have their experience validated; others want to jump right into figuring out the new norm. Seeking to understand the unique impact to different colleagues creates opportunities to collaborate on new paths forward - and potentially new opportunities to more closely partner on projects beyond the change itself. That said, the act of experiencing the change together can build new connections across the company, and help those struggling with the change to find a silver lining and optimistic view of what's possible.