The greatest danger in times of turbulence is not the turbulence – it is to act with yesterday’s logic. – Peter Drucker
Fast-paced changes in global markets and political landscape make workplaces unpredictable. In recent years, most organizations have experienced significant change. Employees have been reassigned to new roles and functions, new technologies have been implemented, and industries are undergoing transformation. New leaders have also taken over leadership roles, and employees have had to adapt to new management styles. Here are some ways to cope with change in your workplace. Here are five strategies for managing change:
Disenfranchised workers. Many organizations thrive on a sense of community and shared purpose. Disenfranchised remote workers may become disenfranchised by a culture that favors on-site workers. For example, mishandled conference calls and collaboration tools can debilitate remote workers. On-premises workers also receive better assignments. Changing organizational culture requires patience and willingness to act in unusual ways. For the most successful change, consider a variety of approaches and see which ones work best for your organization.
Observation: Study your own behavior. Do you respond well to different situations? Do you act in a manner that reflects your personal preferences? Look for leaders who make others feel comfortable and respected. Consider the way you would react if you were in their shoes. This will give you an idea of how to handle different situations. Take note of how others react to change in your own workplace. If they seem hesitant to change, ask them to demonstrate their style to you.
Change Management: An effective leader must understand how to manage change. Change management aims to achieve the goals of a company by improving the way it works. This includes building the skills of employees and empowering managers to lead change in an organization. Leaders must also understand and embrace the new environment. Change can be a catalyst for growth and career advancement. For those who aren't comfortable with change, embracing it is an opportunity to improve the organization.
Leadership: An autocratic leader leaves a trail of mistrust and fear in his or her wake. Without socialization, people are unlikely to feel valued. A democratic leader's opinion is solicited and considered as a factor in final decisions. The democratic leader's approach is a great way to foster good relationships within the organization. In a democratic setting, the employees feel respected and valued. The leaders also take care to listen to what staff expect of them and use that information to shape their own future.
Leadership style: Managing change is not easy. It requires a high level of insight and the ability to make sound decisions under difficult circumstances. A transformational leader is not afraid to ruffle feathers in certain environments and enlists employees to work together for the common good. In addition to the leadership style, transformational leaders are courageous in making risks and finding new approaches to achieve their goals. They look at existing processes with a critical eye and encourage employees to push their boundaries.
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