Your team is facing rapid workplace changes. How can you help them adapt and succeed?

For the most part, people what to know how any change will impact them individually. It goes a long way toward building trust, when a leader has already considered how the changes will impact each team member in advance. This not only helps with helping people adapt, but also gives the employee the feeling that someone is actually thinking about them personally (which is a big deal ).

Mudan?as geram incertezas e resistência e, de maneira geral, n?o s?o bem aceitas. No entanto, uma lideran?a bem preparada para conduzir uma transi??o com tranquilidade minimiza os efeitos negativos e a baixa produtividade nesse período. Reunir a equipe para apresentar os novos conceitos e rumos a serem tomados, além de ouvir as dúvidas do time para que tudo seja esclarecido, é uma a??o necessária para manter a unidade da equipe. é fundamental ser proativo com os relatos da equipe, dessa forma, as decis?es a serem tomadas para corre??es de curso do planejamento primário ser?o mais assertivas.

The first thing I did was take a step back to understand the full impact of these changes on our team. I looked at everything from workload shifts to how these changes might affect team morale and individual roles. This assessment was crucial in identifying where support was most needed.

Changement dit angoisse. Informer les collaborateurs de ce changement le plus t?t possible, en leur expliquant pourquoi et l'utilité de ce changement. Mais également leur demander ce qu'ils ressentent.

O planejamento primário é essencial, mas as corre??es após o início da transi??o s?o a chave do sucesso. Estar presente e ouvir comentários e críticas é fundamental para, de maneira macro, entender os gaps e o desenrolar da implanta??o. Bem informado sobre o processo em curso, o líder pode desenvolver suas estratégias de forma a envolver a equipe de maneira coletiva, criando uma sinergia entre os envolvidos. Isso é gratificante para todos, pois permite que sejam parte de um todo e n?o apenas um peda?o.

With a clear understanding of the impact, I crafted a strategy that aligned with both our organizational goals and the well-being of my team. I involved key team members in the planning process, ensuring that our strategy was realistic and that everyone felt their voices were heard.

Une stratégie doit être expliquée. Définir les enjeux pour l'entreprise, pour l'équipe, pour vous. Informer du planning de mise en place, et caler dans le planning des séances d'échanges afin que chacun s'investisse.

Ce qui est essentiel pour moi, c'est la communication. Informer, expliquer, échanger permet à tous de trouver sa place, de s'investir dans l'entreprise et développer l'esprit d'équipe.

I believe clear communication is vital during times of change. I made it a priority to keep the team informed at every stage, sharing not just the "what" and "how" of the changes, but also the "why." This transparency helped build trust and made the transition smoother for everyone.

Si on souhaite que le changement se passe dans les meilleures conditions il faut donner à votre équipe les atouts pour aborder ce changement. Mettre du matériel à disposition et les former en conséquence, par exemple.

Recognizing that change can be overwhelming, I made sure to provide the necessary support. This ranged from offering additional training to being available for one-on-one conversations. I wanted each team member to feel supported and confident in navigating the new landscape.

Here's an example - When Dr. Reddy’s (India’s first pharma company on NYSE) launched their purpose, "Good Health Can’t Wait," they didn't rely on slogans or posters. Instead, they initiated an empowering movement to boost and sustain employee engagement. Employees were invited to participate in a lively, playful environment that encouraged experimentation and innovation. This led to the development of new B2B software, fresh product packaging ideas, and recognition for innovative practices. Today, the purpose is deeply embedded in Dr. Reddy’s culture, with employees focused on consumer needs and urgency in all they do.

I encouraged my team to take ownership of the change process. By giving them the autonomy to make decisions and contribute ideas, they became more invested in the outcome. This empowerment not only boosted their confidence but also led to more innovative solutions.

Finally, I kept a close eye on how things were progressing. Regular check-ins allowed me to gauge the team’s adaptation and address any challenges promptly. This ongoing monitoring ensured that we stayed on track and that no one felt left behind.