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Your team is struggling to adapt to new changes. What can you do to help them?

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Change is inevitable, but it can also be challenging for your team. Whether it's a new project, a new system, a new policy, or a new leader, your team may face some resistance, confusion, or stress when adapting to new changes. As a staff development professional, you want to help your team overcome these obstacles and embrace change as an opportunity for growth and improvement. Here are some tips on how you can do that.

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1 Communicate the why

One of the most important things you can do to help your team adapt to new changes is to communicate the why behind them. Explain the purpose, the benefits, and the goals of the change, and how it aligns with the vision and values of the organization. Involve your team in the change process by soliciting their feedback, ideas, and concerns, and addressing them openly and honestly. By communicating the why, you can help your team understand the rationale and the relevance of the change, and reduce their fear and uncertainty.

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David Frederick Wait

SPM Instrument - Condition monitoring specialists
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I fully rely on allowing each staff member to speak their heart on the matter of the time when change needs to come. It is important to note down these aspects as each employee is key in the development and initiation of change-over plans. If it is staff changes, not everyone will like it but ensure them that new gained experience will benefit their career. Guide them yes as to what your vision is for this change, but do not make it as if it is final and your word will not change. You will lose them, the valuable assets of your business.... Remember, there is no "I" in " team".

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Jamuna Rani Govindaraju

Executive Director—SICCI/Advisor—SME Centre@SICCI/Global Advisory Council - G100 Global Alliance&Alumni Wing/Breaking 98 years of tradition, first woman appointed in SICCI's history! Education & Non-Profit Management.
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Communicate Transparently: Keep your team informed about the reasons behind the changes, what the changes entail, and how they will impact the team and individuals. Transparency fosters trust and helps alleviate uncertainty. Listen to Concerns: Create opportunities for team members to express their concerns, ask questions, and share feedback about the changes. Actively listen to their perspectives and address any issues or misconceptions they may have.

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José María O.
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Lo primero, es tener claro que el lugar de trabajo es un ambiente dinámico. Pensar que el cambio es ajeno al entorno laboral es vivir en el error porque el cambio es inevitable. Es útil comunicar a los colaboradores que el cambio, al menos en mi experiencia, suele acarrear muchas oportunidades y beneficios. La clave es cambiar los lentes de cada individuo para que en automático puedan detectar la manera de obtener provecho de cada situación desafiante y montarse sobre ella. Sin cambio, la vida laboral sería monótona. El cambio nos permite evolucionar y crecer no sólo como profesionales sino también genera una mayor cohesión en los equipos de trabajo.

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2 Provide the how

Another way you can help your team adapt to new changes is to provide the how. This means giving your team the necessary resources, training, support, and guidance to implement the change effectively and efficiently. Identify the skills, knowledge, and behaviors that your team needs to develop or enhance, and design learning activities that are relevant, engaging, and practical. Provide opportunities for your team to practice, apply, and reflect on their learning, and offer constructive feedback and recognition. By providing the how, you can help your team acquire the competence and confidence to perform well in the new situation.

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3 Foster the what

A third way you can help your team adapt to new changes is to foster the what. This means creating a positive and supportive culture that encourages your team to embrace change as a learning opportunity. Promote a growth mindset that values curiosity, experimentation, and feedback, and challenges fixed assumptions and limiting beliefs. Celebrate small wins and lessons learned, and acknowledge the efforts and contributions of your team. Encourage collaboration and peer learning, and leverage the diverse strengths and perspectives of your team. By fostering the what, you can help your team develop the resilience and agility to cope with change.

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4 Monitor the results

A final way you can help your team adapt to new changes is to monitor the results. This means measuring and evaluating the impact and outcomes of the change, and making adjustments as needed. Define clear and realistic indicators of success, and collect relevant data and evidence from multiple sources. Analyze and interpret the data, and identify the gaps, strengths, and areas for improvement. Share the results with your team, and solicit their feedback and suggestions. Implement corrective actions or enhancements, and communicate the progress and achievements of your team. By monitoring the results, you can help your team sustain and optimize the change.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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José María O.
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Parte de la exigencia laboral es desarrollar una capacidad de adaptación al cambio en tres esferas: 1. Mental: ante una situación de incertidumbre, es necesario desarrollar o fortalecer la habilidad de programar nuestros pensamientos para aceptar el cambio y ver lo positivo en ellos. 2. Emocional: los cambios pueden ser motivo de ansiedad o preocupación. La recomendación es dialogar con nuestros superiores y con nuestros colegas de trabajo sobre nuestras preocupaciones. La retroalimentación y la catarsis son grandes liberadores de estrés emocional. 3. Laboral: si es necesario, debemos estar abiertos a desarrollar nuevas habilidades profesionales para adaptarnos a los cambios en el ámbito laboral.

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Marc Llopart

Deja de Publicar sin Resultados: Crea un Sistema de Clientes en LinkedIn con IA | DM ‘Sistema’
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Para guiar a tu equipo a través de cambios usando Scrum, una metodología ágil, inicia con una Planificación del Sprint donde seleccionas tareas prioritarias para completar en 2-4 semanas. Implementa Scrum Diario, reuniones cortas diarias para actualizar avances y resolver bloqueos. Al final del sprint, realiza una Revisión del Sprint para demostrar logros y ajustar objetivos. Finalmente, con la Retrospectiva del Sprint, discute mejoras para el próximo ciclo. Este ciclo iterativo promueve adaptabilidad y mejora continua, facilitando la gestión de cambios.

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Your team is struggling to adapt to new changes. What can you do to help them?

1

2

3

4

5

1 Communicate the why

2 Provide the how

3 Foster the what

4 Monitor the results

5 Here’s what else to consider

Staff Development

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Your team is struggling to adapt to new changes. What can you do to help them?

1

2

3

4

5

1 Communicate the why

2 Provide the how

3 Foster the what

4 Monitor the results

5 Here’s what else to consider

Staff Development

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