Change is inevitable in any business, but it can also be challenging and stressful for your team. How can you create a culture of openness and adaptability that fosters positive client relations and results? Here are some tips to help you build a team that is open to change.
One of the most important factors in creating a team that is open to change is to communicate the vision and purpose behind it. Explain why the change is necessary, what benefits it will bring, and how it aligns with the overall goals and values of the business. Make sure your team understands how the change will affect their roles, responsibilities, and expectations, and address any concerns or questions they may have. Communicating the vision will help your team see the bigger picture and feel more engaged and motivated.
Look for potential in others, and call it out. Push people out of complacency. Make failure a learning process. Remind employees that it's about the effort, not just innate skills.
Your team needs to understand the why and buy-in to the vision. If they know the goal but don’t understand the why behind it you will never get there.
Effective communication is an essential part of effective change management. Missing out the defined vision in the communication leads the team nowhere but to a catastrophic state. It’s important to encourage a culture of openness to bring the team together by aligning the vision with them and valuing their inputs. Partnering with the team, creating a roadmap for each individual in line with the bigger goal and finally aligning the right skills with defined roles help achieve the goals.
Pode parecer simples, mas os diretores e o C-level tem de ter o completo entendimento da miss?o, vis?o e valores da empresa. O entendimento de erro e acerto é uma linha tênue que pode ser distorcida pelo ego. Fortalecer o menor para que o todo possa atingir as metas e objetivos é essencial, ter processos e procedimentos claros e desenhados s?o necessários para que todos estejam trabalhando e fazendo esfor?os na mesma dire??o. Treinamento é imprescindível, no mesmo grau temos que remunerar os esfor?os, gerar a cultura do sucesso, aceitar o feedback negativo com humildade é o ponto chave, olhar para a dor às vezes é pior que senti-la.
Clearly articulate the reasons behind the change and the benefits it will bring to the team and the organization. Ensure that the vision is compelling and aligns with the team's values and goals. Example: If the change involves adopting a new project management system, communicate how it will streamline workflows, improve collaboration, and contribute to overall productivity.
Another way to create a team that is open to change is to involve them in the process. Seek their input and feedback, and encourage them to share their ideas and suggestions. This will help you gain their trust and buy-in, as well as tap into their creativity and expertise. Involve your team in planning, testing, and implementing the change, and recognize their contributions and achievements. Involving your team will help them feel valued and empowered.
Delegate , involve , motivate . Teams and individuals like to be involved In successful projects . Let them enjoy the learning daily , Set for them a goal that they look forward to reach .
Include team members in the decision-making process whenever possible. This helps them feel a sense of ownership and empowerment, making them more likely to embrace the changes. Example: When considering changes to work processes, gather input from team members through surveys, brainstorming sessions, or focus groups. Incorporate their insights into the decision-making process.
Pode parecer simples, mas os diretores e o C-level tem de ter o completo entendimento da miss?o, vis?o e valores da empresa. O entendimento de erro e acerto é uma linha tênue que pode ser distorcida pelo ego. Fortalecer o menor para que o todo possa atingir as metas e objetivos é essencial, ter processos e procedimentos claros e desenhados s?o necessários para que todos estejam trabalhando e fazendo esfor?os na mesma dire??o. Treinamento é imprescindível, no mesmo grau temos que remunerar os esfor?os, gerar a cultura do sucesso, aceitar o feedback negativo com humildade é o ponto chave, olhar para a dor às vezes é pior que senti-la.
Uma forma simples de envolver uma equipe é empoderar a decis?o em colegiado. Quando você se sente parte do todo e tem espa?o de fala respeitada é como se assumisse uma família, você vai lutar com unhas e dentes por cada um dos membros da equipe.
Involving the team doesn't mean that you dont know how, it means: 1. You value their input. 2. Their voices are heard. 3. People will feel that this is their plan therefore they will take it more seriously. 3.
Change can be daunting and disruptive for your team, especially if it requires them to learn new skills or adopt new ways of working. To create a team that is open to change, you need to provide them with adequate support and training. Provide them with clear guidance, resources, and tools to help them adapt to the change. Offer them opportunities to learn, practice, and improve their skills, and provide them with constructive feedback and coaching. Provide them with emotional support, and acknowledge their emotions and challenges. Providing support and training will help your team feel confident and capable.
Ensure that your team has the necessary resources, training, and support to navigate the change successfully. This can include workshops, training sessions, or access to external expertise. Example: If the change involves transitioning to a new software tool, offer training sessions, provide user guides, and establish a support system to address any challenges that may arise during the implementation phase.
Propósito é a chave! Onde queremos chegar e qual objetivo buscamos atingir. Como faremos e como ocorrerá cada etapa deste processo. Apresenta??o de forma clara dos ganhos no curto, médio e longo prazo. Assim como as novas oportunidades que surgir?o durante o processo de mudan?a.
Forma a tu equipo. -La mejor manera de crear un equipo resolutivo a tu lado es la formación. -De manera prácticamente diaria debemos involucrarnos en que nuestro equipo siga creciendo, de manera técnica y práctica.
En mi opinión es importante dar al equipo herramientas técnicas y emocionales evitando hacer el trabajo por ellos si no más bien retándolos, e invitándolos a que se reten a ellos mismos. Es importante liderar con el ejemplo, mantenerlos motivos y manejar canales de comunicación abiertos creando relaciones de confianza como redes de apoyo de manera en que ante ciertas situaciones los colaboradores no trabajen como islas si no más bien que se sientan en confianza de resolver situaciones en equipo.
Toda equipe é formada por perfis multidisciplinares, cada pessoa é individual e precisa ter essa individualidade respeitada. Por isso, ministrar one-a-one é importantíssimo para entender o perfil de cada um, compreender pontos fortes, medos e desejos. A partir disso, fica fácil de procurar as ferramentas necessárias para potencializar o individual de cada um e que no coletivo se tornar?o uma for?a harm?nica.
Change can also be an opportunity to foster collaboration and feedback among your team. Encourage your team to work together, share their knowledge and experiences, and help each other. Create a safe and positive environment where your team can express their opinions, concerns, and questions, and listen to them attentively and respectfully. Solicit their feedback on the change process, and use it to make improvements and adjustments. Encourage collaboration and feedback will help your team feel connected and respected.
Pode parecer simples, mas os diretores e o C-level tem de ter o completo entendimento da miss?o, vis?o e valores da empresa. O entendimento de erro e acerto é uma linha tênue que pode ser distorcida pelo ego. Fortalecer o menor para que o todo possa atingir as metas e objetivos é essencial, ter processos e procedimentos claros e desenhados s?o necessários para que todos estejam trabalhando e fazendo esfor?os na mesma dire??o. Treinamento é imprescindível, no mesmo grau temos que remunerar os esfor?os, gerar a cultura do sucesso, aceitar o feedback negativo com humildade é o ponto chave, olhar para a dor às vezes é pior que senti-la.
Foster a culture of continuous learning and improvement. Help your team see change as an opportunity for growth rather than a threat, and encourage them to embrace new challenges. Example: Share stories of individuals or teams that have successfully navigated change, highlighting the skills and strengths they developed in the process.
Ecouter, se remettre soi même en question, interroger ses collaborateurs, comprendre les problématiques pour trouver ensemble les solutions adéquates et efficaces. Une équipe c'est un manager ET des collaborateurs...
Set expectations that everyone (including yourself) should acknowledge, and take responsibilities for mistakes. And then, treat mistakes as opportunities for learning and growth.
In my experience, teamwork plays a pivotal role in achieving success. Building trust and maintaining an open-minded approach to sharing knowledge and receiving constructive criticism within the team are essential. It's crucial to foster an environment of respect, ensuring that everyone feels valued regardless of their skill level.
Finally, to create a team that is open to change, you need to celebrate and reward their efforts and achievements. Recognize their hard work, dedication, and resilience, and show your appreciation and gratitude. Celebrate their milestones, successes, and learnings, and share them with your clients and stakeholders. Reward them with incentives, recognition, or opportunities for growth and development. Celebrating and rewarding will help your team feel proud and satisfied.
Recognize and celebrate small wins and milestones achieved during the change process. Acknowledging progress boosts morale and reinforces the idea that the team is moving in the right direction. Example: If the change involves improving project timelines, celebrate when a project is completed ahead of schedule or when a team member successfully implements a new process.
celebrating and rewarding your team's efforts is key to building a positive and motivated culture. Acknowledging their hard work not only boosts morale but also reinforces the idea that their contributions are valued and essential to the team's success.
Célébrer bien entendu , toujours les victoires parfois même les petites avancées quand la c?te est pentue. Tout est question de justesse et de dosage. La recette ? Ecouter et observer son équipe afin de savoir quand et à quelle occasion il faut valoriser l'effort et/ou le résultat.
Uma condi??o para que nosso cérebro se mantenha interessado em praticar determinada atividade é obter as recompensas que dela podem surgir. Atualmente um problema da sociedade é querer essas recompensas de forma imediata (potencializado pelas redes sociais de vídeos curtos), uma das principais dificuldades em lidar com equipes jovens que nasceram a partir dos anos 2000. Por isso é um desafio enorme fazer compreender que alguns esfor?os ser?o recompensados, por exemplo, no resultado anual da empresa. Em um ambiente organizacional bem estruturado, há que se considerar fazer desafios menores que possam contribuir para o resultado final, de modo que o liderado suba pequenos degraus, seja reconhecido por isso e, em seguida, chegue no topo.
Absolutely, a motive to achieve a goal or mission is essential. Tracking the goal is equally important. Making the celebration when the goal is achieved should be fun, collaborative and not always about $$.
Il faut aussi avoir en tête que chacun d'entre nous réagira différemment face au changement. Certains s'y plongeront corps et ame quand d'autres auront beaucoup plus de difficultés à accepter. Cela signifie que le manager en charge devra savoir amener chaque membre de son équipe en adaptant parfois le rythme au profil ou à la personnalité de chacun, au risque sinon de laisser une partie de l'équipe sur le bord de la "route du changement".
In my experience it is important to consider how individuals are impacted by the change. Some are excited and motivated while others are fearful and disengaged. It’s important to recognize the impact to the team as a whole as well as to each person.
Form a team adaptable to change by instilling a mindset of flexibility, encouraging collaborative problem-solving, and recognizing efforts to embrace and drive new initiatives.
Encourage failure! Change may not always work, but trying new, adapting and being iterative can lead to process improvement, better results and most importantly, ideas that win. Teams may not always get it right immediately, but change can lead to great things.
Yo pienso que para que exista una cultura del cambio, debe existir un seguimiento para buscarlo, pues en ocasiones sucede que se realizo una vez el involucramiento del equipo de trabajo y a la primera se nos olvida de que las personas hay que escucharlas una y otra vez, y sobre todo tomar e implementar sus ideas todo el tiempo y no solo una vez, para quedar bien con ellos.