Sua equipe é resistente a mudanças durante uma mudança de cultura. O que você pode fazer para colocá-los a bordo?

Assess the different personality types in your company. It will show you: 1. How big of a change is possible with your current workforce. 2. That every person has their own 'change style' and timeline to change. Some people can't wait to change and keep coming up with ideas. Others will wait until they are fully convinced of the benefits of the change. And there are a lot of different styles available. Depending on the challenges ahead, or the growth stage you are in, I advise to: Adjust communication to each type of employee. Hire for change: what different type of people do you need to overcome the challenges that are ahead?

In my MBA Dissertation, I conducted an in-depth analysis of Change Management in large organizations across three continents: North America, Asia & Africa. A significant finding of my research was the power of involving the team in the change process. I found from quantitative and qualitative data that when the employees feel a sense of ownership of the change process, the process is more likely to yield positive results. This led to my theory of Agile Change Management, which advocates for an iterative approach to change management that leverages essential Agile tools such as design thinking. I got a chance to put this into practice in my subsequent roles in Genser Energy & RBC & experienced remarkable outcomes in both organizations.

La gestión del cambio me apasiona y recomiendo el modelo de influencia de LEAN, compuesto por 4 cuadrantes esenciales: 1) Liderazgo por ejemplo, vital para impulsar el cambio. 2) Comprensión y convicción, asegurando que todos entiendan y se comprometan con el cambio. 3) Capacitación, preparando a las personas con los conocimientos necesarios. 4) Refuerzo mediante seguimiento y control, utilizando indicadores para verificar la efectividad del cambio. Este marco facilita una transición fluida y exitosa. ¡Encantado de compartir más información al respecto si alguien lo necesita!

All change involves loss. Loss of what we know and feel confident in. Loss of belonging within what is familiar to us. Loss of what feels safe for us. Perhaps the question isn't why are the team resistant but rather what are we doing and being that is surfacing that resistance? How can we emotionally enroll others on this journey whilst honouring their experience of loss, even if they are not directly aware of this.