My Team is Opposed to Change, What Now?

Over the last several years businesses have been navigating continuous disruption from digital transformation, economic uncertainty, and political tensions.

Employees are losing their desire to cooperate with change after years of disruption. In addition, “change fatigue” and increasing work friction are creating more employee turnover. At the very time organizations need their employees to embrace change, they not only don’t want to change, but those changes are driving them to leave the organization. This all points to a big drop in productivity and less profit for the organization and not to mention how this adversely affects individual managers.?

Why managers are overwhelmed

Individual managers are left with having to get their employees to embrace top-down change that fail this three-point test. Employees ask:

• What is the reason for the change?
• How does the change affect my job?
• Will I have the necessary skills to implement the change?

On top of the manager having to implement top-down change, the hectic pace of everyday work is creating burnout in the management ranks.?

Use this easy 3-step process to help you and your team embrace change

Step #1 - You:

• Gain a deeper self-awareness of your leadership strengths, potential caution areas, and areas of synergy and conflict with your team.

Step #2 – You + Team

• Understand the type of work your teammates are most naturally suited for.
• Learn how different contrasting work styles create relationship strengths.
• Understand where contrasting work styles might create friction in your team.
• Your team’s strengths and caution areas.

Step #3 – You + Team + Work

• Discuss and outline the “why” behind the team’s top priorities.
• Discuss team strengths versus gaps for work to be done.
• Brainstorm how your team can stretch based on each team member’s natural strengths to best accomplish the team’s priorities.?

Next Steps

When this process is completed, the team will be in a positive mindset. They will feel important and an integral part of the team, that their ideas count, and they will be energized to take on whatever changes are necessary for the team.?

This process begins with the manager in a 1:1 Team Analysis Session and is followed by two 2-hour team workshops to bring the entire team through this process.

For more details visit: www.consultdibona.com