Macdonald Strategy

In: Business and Management

Submitted By chandu487
Words 1176
Pages 5
concerns back to senior leaders so that the change plan can be adjusted as needed. If your organization has a change council, ask to be part of it. If it doesn’t, offer to help organize one. For change leaders, there is no replacement for direct feedback as to how communications, plans, and new projects are being perceived in the field. 8. Help other employees cope with change. Even if you’re excited about change, not everyone will be. Some team members might feel confused, angry, frustrated, or exploited. To make the transition easier for them, first, be on the lookout for signals that someone needs help coping: absenteeism, depressed or despondent behavior, or attacks on team members. You might intervene one-on-one, or help steer a bickering session into a change session. You can also help others cope through active listening. Try to act as a sounding board, and help the other person reduce emotionality and increase rational discussion. 9. Encourage communication among your peers. Remember, the sum of the parts is always greater than individual contribution levels added together. So, regularly ask yourself how you can help build a better organization by diffusing confusion, expediting the flow of information, or reaching out to others. Communication between peers and through management helps make your job easier in a number of ways. It uncovers what is valuable to the business and what is not, it minimizes the amount of time required to achieve goals, and it maximizes productivity. 10. Believe in the change and speak up. This isn’t so much about self-help as it is making positive ideas a reality! As change begins, start talking about how great it will be. And if change is not yet happening, talk about past accomplishments to capture the emotions, excitement, and energy your team needs to forge ahead. Whether you are a junior employee or the CEO, show your…...

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