CRASHING THE PARTY

Change is a constant phenomenon that occurs in life, team dynamics and business. Change can shake things up hence disrupting the modus operandi of organizational behaviour and culture. It can cause seismic shifts that affect team performance, management, assessment and evaluation.

How change is communicated can determine the perception and understanding by the target audience. Keeping it ambiguous leaves a fertile ground for speculation and negative rumours. Involving your team in the change management process helps dispel misinformation while building understanding of the purpose.

Below are quick tips that can help in change management for your team;

1. Determine the purpose of the change and delve into the appropriate communication channels that align to your organization's communication culture. The communication channels should be accessible by the team and not discriminatory.

2. Develop a work plan for the change management process with respective timelines, target objectives and expected outcomes. This serves as an effective roadmap that serves as an execution compass.

3. Be deliberate on communicating about the change, how it will affect the organization, how every team member will contribute to the process and the timelines.

4. Be available to handle inquiries while providing clarifications where necessary. Change is not taken warmly by a team therefore raising many questions as some team members need to seek closure.

5. Offer psychological support where need arises. This is mostly applicable during moments of downsizing and mergers. There are individuals who feel like they are casualties of the change process and they need psychological guidance on the way forward regarding their personal development journey.

6. Plan a forum or workshop that offers training on how to manage change while also having team bonding events that have a dose of group discussions that encourage people to be open and candid. Peer-to-peer interactions are the best avenues of guidance as people get to share their personal stories and challenges.

Change is not easily digestible at first contact but it becomes palatable with time, guidance and mentorship. Change is uncomfortable but it should not be used as a weapon.

Change is part of organizational and team evolution.

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