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You’re managing a team through a major career change. How can you keep everyone on track?

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Career changes can be exciting, challenging, and stressful for any team. As a manager, you have the responsibility and opportunity to facilitate a smooth and positive transition for your team members. How can you do that effectively? Here are some tips to help you keep everyone on track during a major career change.

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Amir Behbahani

Management & Business Advisor, Trainer, Coach & Facilitator
Aldrin Gaduena, MBA

Experienced Learning and Development Manager and Consultant | Leadership and Professional Development Trainer | Project…
Alicia (M) Morgan, PMP ?, AM-MC ?

Award-Winning High Impact Leader | PMP Certified | Keynote Speaker | Agile Metrics Certified | Innovator |

1 Communicate the vision

The first step to managing a team through a career change is to communicate the vision and purpose of the change. Why is it happening? What are the benefits and risks? How will it affect the team's goals, roles, and responsibilities? Be clear, honest, and transparent about the change and its implications. Invite feedback and questions from your team and address any concerns or doubts they may have. Show them how the change aligns with the organization's mission and values and how it will support their professional growth and development.

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Aldrin Gaduena, MBA

Experienced Learning and Development Manager and Consultant | Leadership and Professional Development Trainer | Project Manager
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Vision is absolutely important in any transition or major change within the team as it jumpstarts order and harmony. Direct reports will often look for direction from their leader and a leader without a clear vision will usually lead their team into chaos and disorder. With the amount of uncertainty, complexity, and ambiguity change often brings, a good and clear vision allows the team to have a focal point where actions and behaviors can anchored. A vision also serves as a light tower that will guide and remind the team of their WHY when times get really tough and provide the second wind the team needs to keep moving forward.

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Freddy Setekia

Branch Manager | CIMA Dip.MA | BBE | Graphics Designer | Forbes Under 30 | Author | Entrepreneur
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During a major career change, maintain clear communication to keep the team on track. Set transparent expectations, provide regular updates, and address concerns promptly. Offer support and resources to help team members adapt to the change. Foster a positive and collaborative culture, emphasizing shared goals. Encourage open dialogue, listen to concerns, and adjust strategies as needed. Prioritize team-building activities to strengthen cohesion during the transition. Celebrate milestones to boost morale and maintain motivation.

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2 Assess the needs

The next step is to assess the needs and readiness of your team members for the change. What skills, knowledge, and resources do they need to succeed in the new situation? What are their strengths, weaknesses, and preferences? How do they cope with change and uncertainty? Use various tools and methods, such as surveys, interviews, self-assessments, and performance reviews, to gather and analyze data about your team's needs. Based on the results, you can design and implement appropriate interventions, such as training, coaching, mentoring, or support groups, to help your team members acquire the necessary competencies and confidence for the change.

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Alicia (M) Morgan, PMP ?, AM-MC ?

Award-Winning High Impact Leader | PMP Certified | Keynote Speaker | Agile Metrics Certified | Innovator |
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Navigating a career change can be an overwhelming experience for anyone. As a facilitator, I understand the importance of addressing the individual needs of my team members to ensure a smooth and successful transition. To achieve this, I prioritize empathy and take the time to understand the unique situations and roles of each team member. My approach to facilitating change involves a strong focus on knowledge management. I work closely with each team member to identify gaps in their knowledge and skills and tailor support to their specific needs. This includes providing resources, training, and mentorship to help them succeed in their new roles. Overall, it creates a culture of open communication and knowledge-sharing.

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3 Plan the transition

The third step is to plan the transition and set realistic and measurable milestones and objectives for your team. How will the change be implemented? What are the expected outcomes and indicators of success? How will you monitor and evaluate the progress and performance of your team? How will you handle any challenges or setbacks that may arise? Create a detailed and flexible action plan that outlines the tasks, timelines, responsibilities, and resources for each stage of the change process. Communicate the plan to your team and solicit their input and feedback. Make sure everyone understands and agrees on the expectations and standards for the change.

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4 Engage the team

The fourth step is to engage the team and foster a collaborative and supportive culture for the change. How will you motivate and inspire your team to embrace and adapt to the change? How will you recognize and reward their efforts and achievements? How will you facilitate communication and collaboration among your team members and with other stakeholders? Use various techniques and strategies, such as brainstorming, problem-solving, decision-making, feedback, recognition, and celebration, to involve and empower your team in the change process. Encourage them to share their ideas, opinions, experiences, and best practices. Acknowledge their contributions and celebrate their successes.

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5 Manage the emotions

The fifth step is to manage the emotions and address any resistance or conflict that may emerge during the change. How will you deal with the negative or mixed feelings that your team members may have about the change, such as fear, anxiety, anger, frustration, or sadness? How will you handle any disagreements or disputes that may arise among your team members or with other parties? Use various skills and techniques, such as active listening, empathy, assertiveness, negotiation, and mediation, to understand and respond to the emotional and relational aspects of the change. Validate your team members' feelings and concerns and help them cope and overcome them. Resolve any conflicts constructively and respectfully.

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Pedram Parasmand

Program Design Coach | Geeking out blending learning design with entrepreneurship to scale impact
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Normalising the emotional spectrum as far up stream in the process. I’ve found that giving space at the start of the process for people to share their hopes and fears is a helpful access point.

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6 Support the growth

The sixth and final step is to support the growth and development of your team members after the change. How will you ensure that your team members sustain and improve their performance and satisfaction in the new situation? How will you facilitate their learning and feedback loops? How will you identify and leverage new opportunities and challenges for your team? Use various tools and methods, such as coaching, mentoring, feedback, reflection, and evaluation, to support and enhance your team members' continuous learning and improvement. Help them identify and achieve their personal and professional goals and aspirations. Encourage them to explore and experiment with new ideas and approaches.

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7 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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Amir Behbahani

Management & Business Advisor, Trainer, Coach & Facilitator
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Influencing and supporting the balance between tasks to be done and relationships to be developed among team members will help to guarantee efficacy for total team success.

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You’re managing a team through a major career change. How can you keep everyone on track?

1

2

3

4

5

6

7

1 Communicate the vision

2 Assess the needs

3 Plan the transition

4 Engage the team

5 Manage the emotions

6 Support the growth

7 Here’s what else to consider

Facilitation

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You’re managing a team through a major career change. How can you keep everyone on track?

1

2

3

4

5

6

7

1 Communicate the vision

2 Assess the needs

3 Plan the transition

4 Engage the team

5 Manage the emotions

6 Support the growth

7 Here’s what else to consider

Facilitation

给文章评分

感谢您的反馈

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