Put people first. Successful change management prioritizes people. People fuel change and sustain its momentum. Leaders make change easier when they engage employees in the change. Leaders accomplish this through proactive change management communication that creates a desire to change across the workforce. Work with a change management model. Change management models help leaders connect business strategy to action, which increases the likelihood of success. There are a variety of change management models from which to choose. Empower employee through communication. Effective change management communication provides clarity for why the change is needed and mobilizes employees with a sense of urgency for the change.

You should review your SMART goals periodically and adjust them as needed. You may need to modify the scope, timeline, or indicators of your goals, or even add or remove some goals, depending on the situation. You should also communicate the changes to your team and stakeholders and get their feedback and buy-in.

Inicialmente, es importante reevaluar tus objetivos para alinearlos con las nuevas dinámicas del cambio organizacional. Identifica metas relevantes y ajusta las que no lo sean. Prioriza aquellas que aporten mayor valor, enfocándote en resultados medibles y realistas. Utiliza herramientas como SMART para definir objetivos específicos, alcanzables y temporales. Seguidamente, mantén una mentalidad flexible, adaptándote sin perder la visión global. Establece canales claros de comunicación con tu equipo y superiores para alinear expectativas y recibir feedback. Aprovecha la incertidumbre para innovar y proponer soluciones creativas. Monitorea tu progreso y ajusta acciones según sea necesario, manteniendo el enfoque en los resultados.

When everything’s shifting, sticking to old performance goals is like using last year’s map for a road trip—good luck with that. The key is flexibility without losing focus. Start by reassessing what actually matters in the new landscape. Are previous targets still relevant, or are you chasing a ghost? Break big goals into adaptable short-term milestones so you can pivot without panic. Communication is non-negotiable—keep the team aligned on shifting priorities. And don’t forget to track progress, because what gets measured gets managed. Change isn’t the enemy—stagnation is. Adjust, adapt, and keep moving forward, even if the road looks different than expected.

Interesting question. Navigating in any organizational change is challenging, but adjusting your performance goals strategically can help you stay on track at the same time close coordination on goals with your superior is a must. 1. Reassess organizational priorities with your superior 2. Align your goals with the new strategy and make sure all short-term wins contribute to long-term success of the organization. 3. Prioritize flexibility and create a contingency plans to manage uncertainty, if any. 4. Strengthen communication and frequent monitoring with your superior and peers on the goals and allignments. 5. Always invest in learning and personal development, focus on new skills to learn and master. 6. Track your progress on the road.