Change Management - Managing Your People Through A Change Process
Change Management - Managing Your People Through A Change Process
By Norma Smith Davis
Organizations are often in constant change mode, but some staff members are not! Change is very difficult for many people. But there are usually "early adopter", those folks who get on board right away. Who are they and how can you identify them? Below is a list of characteristics to look for in your staff.
They Are Committed: "I have a vision for the change."
Early adopters are often people who are committed to their work. They view their work as meaningful and purposeful for them personally. They can see a vision of the change and see how they can fit it into their work.
They Are Challenged "I'm up for this."
Some people see change as an opportunity to learn more, stretch and grow. They will be part of the 10% who get on board early. They are excited by the chance to do new things, or old things in a new way. They are not Pollyanna's; they are realistic about the dangers and pitfalls ahead, but approve of it anyway.
They Are In Control: "I can make this work for me."
People who are happy with their work have learned how to take control of their work. They possess a sense of power over their work life. They feel they can influence how the change will affect them. They are also realistic about the areas where they do not have control, and they accept that.
They Are Connected: "We are in this together!"
People who have connections with other people and feel they have a support system can often adapt to change quickly. They know they don't have to do it alone. They ask for help, advice and support from others easily and feel respected as a person by their team. They are able to give as well as receive and do not isolate themselves.
When you know a change is coming for your division, department or organization, assess your staff and try to pick out some who have some of these characteristics. It's not foolproof, but it's a good start. Coach these early supporters and help them to help others by remaining positive, offering help, taking a lead position, developing materials, and more. Reward them because what get rewarded gets repeated! Here's the key point; the manner in which the very first announcement about a change is made, will make a big difference in the buy-in you get from your team.
I invite you to go to http://www.KeyManagementSkills.com For a free copy of "No and Low Cost Rewards for Employees." You'll get three more each week. Norma Smith Davis has over 20 years experience working with the hardest working people in organizations, managers and supervisors. Reach her at http://www.KeyManagementSkills.com
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