How can you communicate a difficult decision to your team?

You need to do 3 things before announcing a difficult to your team: - Be mentally prepared for it .. i.e. practice, brainstorm with trustful circle outside the organisation and so .. - Make sure you are adopting the right way or tool that suites the size and complexity of the decision .. i.e. separate meeting for each department or function or sharing a preparatory email in advance and so .. - Prepare and anticipate sort of “structured process” including any potential firebacks or side impact .. - Select few team members that you know they influential within the team, explain to them the decision just before the announcement and make them supporters who explain and help dealing with the consequences of the decision ..

It will take a level of communication to express a difficult decision and many key role players in managerial level still shy away from this. It takes empathy to put oneself in the shoes of team members that the tough decision would affect. It is a must-take decision for the organization then create a cushion-effect as soft landing technique for the team to reduce the initial instability at the effective of the new difficult decision.

In my experience, constant transparency is key. Decisions that have impact on the team must be communicated openly and with empathy. It's important to provide context behind the decision-making process, outlining the factors considered and the rationale behind the chosen path. This helps team members understand the bigger picture and feel more involved in the decision-making process. Additionally, creating a space for open dialogue and addressing any concerns or questions that arise demonstrates respect for the team's input and fosters a culture of trust and collaboration.

Uma das principais etapas, qu?o relevante e o quanto impacta as rotinas e tarefas do time, assim vc conseguirá saber qual a melhor decis?o e dire??o seguir

Know my purpose. Before I communicate any difficult or sensitive information, I believe Ishould ask myself what is my and company purpose and what are your desired outcomes. ... 2 Choose the right time and place. ... 3 Be honest and direct. ... 4 Listen and empathize. ... 5 Follow up and follow through. ... 6 Here's what else to consider.

We should always be communicating with our teams and vice versa, this helps avoid feelings of distrust, makes the team more agile, and prevents unnecessary surprises.

I will prepare myself in advance, will choose the right timing and setting, for sure will be honest and transparent, so they can understand the depth of situation, i will encourage them in the discussions and questions so they feel we are here for each other, and the most important i will provide support and guidance,and continually these will do follow up to be assure they are Ok.

Choosing the wrong channel can result in a lot of unnecessary “noise” or there could be a deafening silence. Or worse still, it could be an echo chamber/channel.

I am "old school" so I prefer channels that allow proper communication (ability with read reactions in responses, facial expressions, tone of voice, etc ). News of great impact to the team should be done face-to-face and adequate Q&A time must be provided. Allowing the team to leave the room with unanswered questions (after breaking the news) is a killer.

Whenever possible, avoid "surprises"...I believe that open, honest and evidentiary conversations and communications include the potential outcomes of a pending or eventual decision. If the final decision comes back as "negative", then there will be far less likelihood of the "gut punch" reaction because it would have not been a surprise. So, transparency, depth of analysis, and use of game theory are critical.

Tell them everything. Tell them what’s on and off the record. Tell them your thought process. Tell them your feelings. If you treat them as adults, chances are, they’ll react like adults — the mature and responsible type with emotions in check.

Treat your team like adults! They will respect you and your decision more if you are honest with them and avoid sugar-coating or ambiguity, even if they disagree with the decision itself. You've built a team of people you trust and respect, so it's only right to demonstrate that when communicating a decision.

Transparency and humility will be critical in the messaging. Also ensure that all employees will understand the message and implications, so use plain, but kind, language. Finally, if you can, try to allay any fears employees may have with the news that is communicated.

Al comunicar una decisión difícil al equipo, es importante ser claro y honesto, y proporcionar un ambiente en el que los miembros del equipo puedan expresar sus preocupaciones y recibir el apoyo necesario. Por lo cual, aquí se detallan algunos pasos a seguir para hacerlo de manera efectiva: Preparar los argumentos, Planificar la reunión, Ser directo y transparente, Escuchar las preguntas y preocupaciones, Proporcionar apoyo; teniendo en cuenta que si la decisión va a tener un impacto significativo en el equipo, asegurarse de proporcionar el apoyo necesario para ayudar a los miembros del equipo a sobrellevarlo. Esto podría incluir brindar recursos adicionales, capacitación o asistencia para la transición.

Be honest and tell them the truth. Share your feelings. They need to be reminded that we are all human beings. Most importantly, let them what it means for them and the company. Keep a calm posture as the way you behave will affect how they will behave too.

Es importante continuar apoyando al equipo y manteniendo abiertas las líneas de comunicación para asegurarse de que la transición sea lo más suave posible. Por ello, se destacan algunos pasos a seguir que pueden ayudar a transmitir la noticia de manera efectiva, como: Prepararse con antelación, Escoger el momento y el lugar adecuados, Presentar la noticia de manera clara, Escuchar al equipo, Ofrecer apoyo, Reafirmar el liderazgo.

It is always important to consider the impact of the decision - thinking about the emotional response and being prepared to show empathy and humanity. If you just put yourselves in their shoes for a moment before, it helps with your preparation - understanding what questions they might have and making sure you leave space and time to respond. Also acknowledge their concerns and questions even if you don't have an answer.

Immer hilfreich: sich in die Lage und Perspektive seines Gegenüber bzw. seiner Gegenüber hineinversetzen. "Was würde ich erwarten, wenn ich potentieller Empf?nger einer derartigen Nachricht w?re?" Oder besser noch: "Was würde mich freuen, was würde ich in den Zusammenhang besonders sch?tzen?" Wer es dann sogar noch schafft,die Grenzen der eigenen Empfindungswelt zu überschreiten, hat eine sehr gute Basis für die Kommunikation an sich.

Be kind. Kindness goes a long way to help them feel supported and understood. Kindness in communication will also help them to open up and trust you with information that you might find very useful in carrying out your task or guiding them.

The emphasis on empathy underscores the emotional intelligence required of leaders. Recognizing and validating the emotions of team members cultivates a supportive and inclusive work environment. By expressing appreciation for their contributions and offering guidance, leaders demonstrate their commitment to the well-being and professional growth of their team, fostering stronger bonds and a sense of belonging.

Asking for regular progress reports shows that we are on the staff's side. Whenever the progress of the work is done well, we should encourage and appreciate the employees and whenever the progress of the work is accompanied by slowness and problems, we should hold a meeting and be aware of the problems and finally solve the problems in a radical way. resolved So that employees can continue their journey energetically after seeing our presence and support.

Al comunicar una decisión difícil, es importante recordar que la forma en que lo haga puede afectar significativamente la moral y la cohesión del equipo. De forma, que se debe practicar la empatía y la comunicación abierta para fortalecer la relación con el equipo. Hay algunos pasos y consejos para hacerlo de manera efectiva, como la: Preparación y reflexión, Hablar directamente con el equipo, Transparencia y claridad, Empatía, Canal abierto para preguntas, Comunicación continua, Apoyo y recursos, Sigue el progreso; que realiza un seguimiento periódico para evaluar cómo se está manejando la decisión y si es necesario realizar ajustes de manera correcta.

This step highlights the importance of ongoing engagement and accountability in leadership. Consistent follow-up allows leaders to gauge the impact of the decision, address any concerns or challenges promptly, and provide necessary support. By honoring their commitments and maintaining open lines of communication, leaders reinforce trust and demonstrate their commitment to the team's success.

Follow-up and follow-through are crucial in effective communication. Regularly check in with your team, offering feedback and recognition, and addressing challenges promptly. Fulfill promises and commitments, keeping the team informed of any developments. Consistency and accountability demonstrated through follow-up build trust and maintain engagement, ensuring alignment with organizational goals.

I believe any decision today, whether exciting or difficult, needs to be transparent. The tough part is balancing transparency with privacy. Difficult decisions are usually about people - as such, respecting privacy of those who are affected takes the utmost priority. In these scenarios, be transparent about the deserved privacy too - I find most people totally get it. Secondly, the strong majority of difficult decisions are made with good reason. So don’t be afraid to provide as much context as possible about WHY a decision was made. You’ll be surprised how much professional empathy context can provoke.

The invitation to share examples, stories, or insights encourages leaders to reflect on their experiences and draw from real-world scenarios to enrich their leadership approach. It prompts leaders to consider the unique nuances of their team dynamics and tailor their communication strategies accordingly, fostering continuous learning and improvement in leadership practices.

Communiquer une décision difficile à une équipe exige de l'honnêteté, de la transparence et de l'empathie. Bien qu'exigeante, la démarche inclura sans contredit d'expliquer le contexte et les raisons qui sous-tendent la nouvelle/décision pour que l'équipe comprenne le processus de réflexion, montrer de l'empathie afin de reconna?tre que la nouvelle peut être difficile à recevoir et être disponible pour répondre aux questions et soutenir l'équipe dans la transition afin d'atténuer les impacts négatifs.

Evaluate the outcome of communicating the difficult decision. -Has the team disposition changed? -Has the team adjusted to the new norm created by the decision -Is the team demotivated as a result of the decision made. -Is the team energized or resilient in spite of the decision. These evaluations will help you understand your team better. It will also help you gauge what works and doesn’t when it comes to strategy communications.