What do you do if your organization resists change and lacks adaptability?

Explique as raz?es por trás da mudan?a de uma forma que todos possam entender. Mostre os benefícios tanto para a organiza??o quanto para os indivíduos envolvidos. Inclua os membros da organiza??o no processo de mudan?a. Isso pode ser feito através de grupos de trabalho, sess?es de brainstorming ou consultas individuais para ouvir suas preocupa??es e ideias. Mostre casos de sucesso de outras organiza??es que passaram por mudan?as semelhantes e conseguiram resultados positivos. Forne?a treinamento e suporte para ajudar as pessoas a adquirirem as habilidades necessárias para lidar com as mudan?as.

Es humano y a la vez natural que, cuando se produce un cambio, en un primer momento nos genera desasosiego, sobre todo porque vas a cambiar algo que tú consideras que funciona y es bueno y tienes la preocupación de si con las nuevas propuestas funcionará al menos como antes. Precisamente por esto es del todo necesario identificar antes de la ejecución de cualquier cambio, cuáles son los problemas con los que nos podemos encontrar y tener listos planes de contingencia.

Dealing with an organization that resists change and lacks adaptability can be challenging, but there are several strategies you can try: 1.Talk about why the change is happening and how it benefits everyone. 2.Show by doing - be adaptable yourself and others might follow. 3. Guide people about the changes and train them to understand and impact of change. 4. Get everyone involved and listen to their ideas. Make sure the workplace supports trying new things. 5.Figure out why people are resisting and address those reasons. 6. Celebrate when things go well to keep up morale. Keep at it, change takes time.

Uma comunica??o clara e eficaz é essencial para enfrentar a resistência à mudan?a. Além de fornecer informa??es detalhadas sobre as mudan?as planejadas, é importante comunicar os motivos por trás delas e como beneficiar?o tanto a organiza??o quanto os funcionários. Manter um diálogo aberto e transparente, com atualiza??es regulares e espa?os para discuss?o, ajuda a construir confian?a e engajamento. Lembre-se de adaptar sua mensagem para diferentes públicos e estar disponível para esclarecer dúvidas e preocupa??es. Uma comunica??o consistente e empática pode ajudar a superar barreiras e criar um ambiente propício à aceita??o e colabora??o durante períodos de mudan?a.

It’s so important to speak up regarding such behaviour. Anything unsaid remains unregistered and by surfacing such key topics, to the relevant authorities, attitudes and culture are bound to change.

Muitas vezes, a resistência vem por desconhecimento, portanto, nosso papel é explicar, acolher e responder dúvidas. A informa??o é o que fará com que as pessoas se sintam participantes da mudan?a e estejam engajadas com ela.

Communicate clearly the need for the change. You can do this by using data and examples to articulate the benefits of the change.

Clearly communicate the reasons behind the proposed changes and the benefits they will bring to the organization. Help employees understand the need for change by highlighting the challenges or opportunities that necessitate adaptation. Use compelling storytelling and examples to make the case for change.

Comunicar-se com clareza é essencial para lidar com a resistência à mudan?a e garantir uma transi??o suave. Transparência: Seja transparente sobre os motivos por trás da mudan?a e suas implica??es. Explique claramente como a mudan?a beneficiará a organiza??o e seus funcionários. Isso ajuda a construir confian?a e reduzir a incerteza. Consistência: Mantenha a consistência nas mensagens que s?o comunicadas em todos os níveis da organiza??o. Evite conflitos ou mensagens contraditórias que possam gerar confus?o ou desconfian?a entre os funcionários. Clareza: Utilize uma linguagem simples e direta ao comunicar as informa??es sobre a mudan?a. Evite jarg?es ou linguagem técnica que possa ser difícil de entender para todos os membros da equipe.

Offer support and resources to help employees navigate through the change process. This may include training programs, workshops, coaching, or access to external expertise. Providing the necessary tools and support can help employees feel more confident and prepared to embrace change.

Una utilidad que he encontrado es impartir formación y al mismo tiempo haciendo notar a cada miembro sobre la importancia de su rol dentro de este gran proyecto, esto logra un mayor compromiso y consecuentemente el clima laboral se enriquece.

Training is key in any reform. Adding skills and proper knowledge to use the tools at everyone's disposal is the first step towards creating an environment where change becomes part of daily routine. But, that is not all. Training the skills and adding information will help, but it won't sustain or result in the type of change that is expected. As we train ourselves and our leaderships, we must train the process with which change occurs within the company as well.

Atualiza??es regulares: Forne?a atualiza??es regulares sobre o progresso das mudan?as e quaisquer desenvolvimentos importantes. Isso ajuda a manter os funcionários informados e engajados no processo de mudan?a. Fóruns abertos para discuss?o: Promova fóruns abertos para que os funcionários possam fazer perguntas, expressar preocupa??es e fornecer feedback sobre as mudan?as. Isso permite que eles se sintam ouvidos e valorizados, e também fornece uma oportunidade para esclarecer quaisquer equívocos ou mal-entendidos.

Tailoring training programs to meet the diverse needs of different roles within the organization is key. This ensures that each employee receives the specific tools and support necessary to succeed in their respective areas. Whether it's technical training for new software or soft skills development for adapting to new workflows, customized programs can effectively address the skill gaps hindering change adoption.

Bei gro?en Transformationsprojekten macht es durchaus auch Sinn externe Profis wie etwa Interim Manager mit an Bord zu holen. Diese k?nnen Ihr Know-how aus ?hnlichen Situationen mit einbringen und als Sparringspartner für das C-Level oder das interne Programmmanagement agieren. Das Thema Change-Management und gewinnen der internen Mannschaft sollte niemals untersch?tzt werden, denn auch die beste Software bringt keinen Mehrwert, wenn die User diese nicht richtig nutzen (wollen).

In my opinion, we have to get influencers on board from within the organisation as change agents. They are the ones who are adaptable and optimistic, and can analyse what’s good for the organisation and people in the long run. They can guide people through the change curve with least resistance and frustration.

?Empowering leaders involves not only providing them with the necessary tools but also giving them the freedom to make their own decisions. ??Decentralizing decision-making allows leaders to respond more quickly and effectively to the unique challenges that their teams face. ??Set clear rules and expectations for them to follow, and encourage regular check-ins where they can share their thoughts and ask for help. ??This method not only speeds up the process of change but also makes leaders feel more connected to the results and committed to them. ?

This is most critical to change management! Leaders must be trained to accept change and understand the impact of change on people and organisation both short term and long term and then be equipped with information and skill set to drive this change within their teams

é verdade que capacitar os líderes em habilidades de gest?o de mudan?a e adaptabilidade é fundamental para enfrentar os desafios do mercado e manter a competitividade de uma organiza??o. No entanto, isso por si só n?o é suficiente para garantir o sucesso. A seguran?a psicológica no ambiente de trabalho desempenha um papel crucial nesse processo. é quando os líderes e os times se sentem seguros para expressar suas opini?es, compartilhar ideias, fazer perguntas. Se essa seguran?a n?o estiver presente, os problemas podem n?o ser discutidos e se acumular silenciosamente. Isso cria um ambiente onde a comunica??o é inibida. Como resultado, a organiza??o pode ficar desconectada das quest?es e desafios reais que precisam ser enfrentados.

Reward Innovation and Flexibility: Encourage employees to take risks and think outside the box. Recognize and reward innovative ideas and solutions, even if they result in failure. This sends a message that experimentation and adaptation are valued within the organization. Promote Continuous Learning: Create a culture of continuous learning where employees are encouraged to seek out new knowledge and skills. Provide opportunities for training, workshops, and skill development programs. Emphasize the importance of personal and professional growth in adapting to changing circumstances.

Incentivar a inova??o e a flexibilidade: Encoraje os membros da equipe a pensar de forma criativa e a buscar solu??es inovadoras para os desafios que enfrentam. Promova uma mentalidade de flexibilidade, onde os funcionários estejam abertos a novas ideias e abordagens. Recompensar a assun??o de riscos: Reconhe?a e recompense os indivíduos e equipes que assumem riscos calculados em busca de inova??o e melhoria. Isso ajuda a criar um ambiente onde o medo do fracasso n?o seja um obstáculo para a experimenta??o e a busca de novas oportunidades. Aprender com os fracassos: Cultive uma cultura onde o fracasso seja visto como uma oportunidade de aprendizado.

Make it one step at a time. One change at a time. Do not make so many and big changes at the same time. People tend to be overwhelmed when new things and unfamiliar process come their way. Introduce changes in portions.

To resist is the most easy task at any front. However, the same may easily be countered by: 1. Periodic reviews and initiatives towards fostering adaptability. 2. Team efforts and group activities for promoting change management. 3. Workshops / programs on enhancing mental ability and resilience at workplace. 4. Mechanism of incentivising the team bringing best results out of the change management. In addition to the above, the top leadership of the company have to self groom as well as adapt new tools of enhancement of productivity. These shall come through sustained efforts towards training at all levels and promote a culture of promoting change.

Según mi experiencia es fundamental que esta adaptabilidad empiece por los mandos superiores, dado a que si ellos no estan conscientes del beneficio de la flexibilidad es muy complejo que pueda llegar este mensaje a los empleados dependientes.

Y agregaría en este punto, que mostrar resultados a los colaboradores, y como ellos han aportado a dichos avances, retroalimenta la motivación para seguir con los siguientes pasos. Incentiva el compromiso con el objetivo del cambio

Supervisar y controlar el progreso es un elemento esencial para garantizar que gestiona el plan con eficacia y logra los objetivos con éxito, permitiendo hacer los ajustes necesarios Al mantener el control del progreso del plan, resulta más fácil supervisar los avances e identificar cualquier desviación de los objetivos y tomar medidas correctivas. Un seguimiento sencillo y eficaz dará una visión general del progreso, permitirá tomar decisiones con conocimiento de causa, garantizar una comunicación transparente y maximizar el rendimiento. Algunas herramientas a utilizar -Herramientas de gestión de riesgos -Cuadro de mandos -Herramientas de gestión de tareas y colaboración

Consider showcasing unique approaches to change management, such as using gamification to engage employees or incorporating change-friendly office layouts. Highlight companies that achieved successful transformations through unconventional methods, illustrating the power of creativity in managing change. Encourage thought leadership by sharing personal experiences or lessons learned from industry experts. Offer insights into future trends in change management and their potential impact on organisational adaptability.

First, it is imperative to understand that change is constant. Several reasons might cause resistance to change: Lack of communication, fear of the unknown, lack of training etc. 1. Communicate effectively what the change is all about, the reason for the change and impact of the change. People don't heed to what they don't understand. 2. Fear of the unknown; this often holds people back from accepting change. They worry that the change may not work in their favor and are unsure about how they will adapt. This can make them feel threatened by the change, leading them to hold on to what they know rather than embracing the unfamiliar(change). Hence, it is important to educate and train them. 3. Feedback: encourage feedback from the team.

Compelling vision Coach & Mentor Lead by example Provide autonomy Establish Ownership Measure Effectiveness Assign tasks Follow-up & cadence

Sometimes organizations resist changes to challenge if we actually in need for that change?! So the basic thing is to ensure the buy-in approach that can convince leaders to support that change and decorate the results with the benefits that can drive the growth of the organization with the adaptability of the organization to fot in with market volatility including labor market conditions.

La clef pour lever la résistance au changement pour soi ou pour les autres consiste à accepter d'écouter et regarder ce que le changement fait en nous ou chez l'autre. Très souvent la clef pour lever le changement se trouve dans la parole de l'autre... encore faut-il savoir l'écouter.