What are the best practices for managing a diverse team during a change management process?

Be aware that everyone deals with change differently depending on their background, seniority, or position. → Change may be exciting to you because you are comfortable in your role and confident in your abilities. → But for someone new to the company, they don't necessarily know what to expect and change can be scary or unsettling to them. → Likewise, if someone has been around for a long time they may have built up reluctance towards change (especially if it failed in the past), and they may resist new initiatives. Try to be sensitive to what they are going through, and be open to their perspective. Share your enthusiasm but refrain from dismissing their fears.

In my experience, we think too much about how people might feel and too little about why people feel. Instead of focusing on how people feel, focus your energy on moving the dialogue from emotions, feelings and behaviours to values, identity and action plans.

Surveys are a useful tool for collecting quantitative data on emotions and attitudes. They allow you to reach a large number of team members and obtain a wide range of perspectives. For example, you could create a survey with Likert scale questions to assess the overall level of enthusiasm, anxiety, or resistance towards a specific change. By analyzing the survey results, you can identify patterns and trends, enabling you to tailor your approach and address specific concerns.

Firstly, including team members in the process and expressing the value you place on their contributions, inputs, and thoughts is crucial. Actively seeking their feedback, whether anonymously, in group sessions, or individually through one-on-ones, sets the tone that you are eager to collaboratively build an inclusive environment where everyone's needs are met and benefits from the process. Being proactive early on in understanding the individual needs of each team member provides valuable insights on how to manage them and adapt your leadership style to match the evolving environment, all through an inclusive approach.

En un equipo de trabajo, encontramos mundos diversos, sin embargo debemos guiar a todos los miembros de la empresa a enfocarse en la Misión, que es la razón de ser de la empresa y la Visión, es a donde se dirige la compa?ía, para lograr las metas a corto, mediano y largo plazo.

Communication of the vision is a foundational piece of the change process. After the initial communication, it is important to consistently follow up with a variety of methods to engage team members, generate buy-in, and encourage participation and feedback. In my experience, it's not uncommon for a change initiative to be adopted in the short-term, only to revert back to the status quo due to a lack of reinforcement and modeling from team leadership. Planning a communication strategy ahead time can help maintain momentum and motivation.

I am a firm believer in the improving the impact of your communications by exercising sensitive, meta-programme targeted messaging. Meta-programmes are an NLP concept that refer to the preferred, innate approaches to how we behave. For example: Are we risk taking and move towards good outcomes? Or risk averse and move away from potential bad outcomes? Knowing how an individual likely responds to change, allows us to shape the message in a manner that is more inclusive for that individual. The challenge is balancing change at an organisational level, against the change that the individual will ultimately experience. You can't necessarily solve for every individual, but you can sensitive to it, and shape the change message accordingly.

Indeed, an essential step in implementing a change is communicating the vision and the benefits of this change. However, as a subsequent step, from my experience, when the change is perceived negatively, especially by “blue collars”, it is worth addressing the “what if we do not change” tactic - what do we lose as an organization, as an employee if we do not implement the change (negative consequences of not changing).

Communicating the change & what's in it for them is vital for the change process. lack of awareness is key for fear & that's the moment people resist to change. leaders ability to communicate the change via story telling, visuals interpretation & the ability leaders align the vision with its people vision will be perfect. having town hall meeting Is another aspect apart from one on one meetings. this enable to elicit positive outcome for the organization & its people

The communication has to be done from the perspective of the audience and the needs of the audience. The communication needs to be refined as per the feedback, suggestions received from the audience. Feedback needs to be listened to, and acted upon promptly. Sending mass communication emails with vague information (or information which does not address the audience's needs) rarely works during a change initiative. People will just delete the emails and continue to resist or even worse display apathy.

Drawing from my extensive experience in managing diverse teams across various cultures and continents, I firmly agree with the notion that involving team members in the change process is paramount. This approach has repeatedly proven effective in my career, fostering not only a sense of ownership but also a deeper commitment to the project’s success.

Make the team part of the change process, this will enable to them to have an opportunity to contribute towards process with some great ideas. it will lead them to feel sense of belonging with element of psychological safety. one of The activity could be brainstorming & retrospective discussions,

Has que tu equipo sea parte de ese cambio. Permíteles desarrollar su liderazgo dándoles retos que les ayude a salir de su zona de confort, desarrollar su creatividad y compartir su visión. Esto permite que el equipo se automotive y mejore su proactividad y bienestar.

Change management is a multi-phasic process. Generally, team members adapt better to change if they can see themselves in the new way of doing business. Involving team members in identifying suggestions and recommendations can help to alleviate fears of the unknown. Small team brainstorming sessions can also help members to support each other by sharing diverse perspectives.

Engage the team in the development of the change strategy, providing opportunities for them to voice their concerns and ideas. Encourage active participation, demonstrating appreciation for individual contributions, strengthening acceptance, and commitment to change.

Having lived and worked in over 2 dozens of countries across five continents, I have been privileged to experience a rich tapestry of cultures, languages, and perspectives. This unique journey has not only shaped my personal worldview but has also deeply influenced my professional approach, particularly in appreciating and celebrating diversity within teams. The idea of leveraging diversity to create a more innovative and inclusive environment resonates profoundly with me. Each country I’ve worked and lived in, from the bustling streets of Beijing to the serene landscapes of Montego Bay, has offered unique insights into how diverse perspectives can contribute to a richer, more creative workplace.

Diversity brings conflict. Conflict brings insights and a widened perspective. A broader perspective brings a more comprehensive project/solution. Celebrate diversity and make sure everyone is involved.

Diversity is an huge vantage point for a team at the same Time there can be misunderstanding & conflict due to the difference. these need to be welcomed and treated as an invitation to look in to the change process. this is where culture crafting need to prioritise prior to change process. when people are aware about themselves & others this will help in developing a culture of relationship. these differences need to be appreciated & celebrated with sense of belonging. of course rewarding them for their contribution will be value addition

Think about a garden, where flowers of different colours and sizes bloom side by side, each contributing to the garden's beauty. Similarly, in your diverse team, every member is like a unique flower in your organizational garden. Take the time to appreciate and celebrate this diversity. Recognize the strengths and perspectives that each individual brings to the table. By nurturing an environment where differences are not just tolerated but celebrated, you create a more inclusive and vibrant workplace where everyone can thrive.

En lo puro no hay futuro, la pureza está en la mezcla… Si tienes un equipo diverso aprovecha la oportunidad de expandir miras y futuro. Un equipo diverso es un equipo rico en formas y maneras, es un equipo abierto a la posibilidad, que gestionará mejor cualquier adversidad.

Leaders (Sponsors) need to use the various EI techniques consciously with their teams and not be focused only on getting results by any means. Creating a culture of continuous feedback where team members feel comfortable sharing their thoughts and concerns helps immensely. For example, implementing regular feedback sessions or anonymous suggestion boxes to allow team members to express their opinions and suggest improvements to the change process helps.

Several years ago I recognised that I have a high tolerance of uncertainty -I love not knowing! Whilst this tolerance means I’m adaptable, I also learnt that as a leader or team member I need to be aware of others’ natural need for certainty. Creating safe climates for change to happen is vital, especially on a volatile environment. I do this through communication, and empathy. Tell people that you don’t know yet and assure them that together a solution will be found. I’m safe in the not knowing and have responsibility to support others to feel safe despite not knowing.

In managing a diverse team through change, the ability to adapt and adjust is paramount. Best practices include maintaining open lines of communication, where team members can express concerns and provide feedback. This responsiveness allows for adjustments in the change management strategy to accommodate diverse needs and perspectives. It’s important to regularly evaluate the impact of changes and be willing to pivot strategies if they're not meeting the team’s diverse requirements. Adaptability in leadership, combined with a deep understanding of your team’s unique dynamics, ensures a smoother transition and a more inclusive approach to change.

Imagine a hiker traversing a rugged mountain path. In the world of change management, the terrain is ever-shifting, and your team must adapt to unexpected twists and turns. As a leader, be flexible and open to adjusting your strategies when necessary. Encourage your team to embrace change as an opportunity for growth, emphasizing the importance of adaptability. When your diverse team can adjust to changing situations with resilience and agility, they become a formidable force capable of conquering any challenge.

A mudan?a requer planejamento, adaptabilidade e resiliência. Planejamento para que a mudan?a ocorra de forma sutil e eficiente. Adaptabilidade para que todos no time se adequem à nova situa??o e resiliência para persistir nos momentos de dificuldade que todo processo de mudan?a imp?e.

Promover un entorno de "espacio seguro" (donde las personas pueden expresarse sin temor a ser juzgadas o rechazadas) va más allá de ser simplemente una tendencia. En un ambiente seguro, las personas tienden a disminuir sus mecanismos de defensa, lo que les permite compartir ideas y preocupaciones de manera abierta, favoreciendo así una comunicación sana y transparente. La adopción de un ambiente seguro no solo impacta positivamente en la retención del talento, sino que también fortalece la cohesión del equipo y contribuye significativamente para avanzar de manera efectiva en el proceso de transformación.

In my experience, you need to engage with everyone to ensure you foster connections and inclusivity and take everyone on the journey. A diverse team will bring valuable insights, creativity and innovative thoughts to the process which you may not have considered.

Change is a journey that everyone needs to be onboard for. Its a period of significant uncertanty and anxiety for many. You need to respect this and pre-mortem potential issues building psycological safety for all. Its crucial to really know your people and actively listening to team members' concerns and perspectives, showing empathy and understanding towards their emotions, and providing clear and transparent communication throughout the change process. Its always imperitive to foster a culture of inclusivity and respect, encouraging open dialogue, and recognising and valuing the unique strengths and contributions of each team member can help build trust and collaboration within the team.

Clearly communicate the impact of the change, recognizing diverse responses. It is important to keep your team informed about foreseeable changes to their roles, jobs, routines etc. Transparency builds trust and eases the transition.Prioritize emotional management. Be patient and support your team understanding that each team member processes change differently.

En resumen, la gestión de equipos diversos durante el cambio requiere sensibilidad cultural, comunicación efectiva y una atención continua a las necesidades individuales para lograr una transición exitosa.