O que você faz se sua equipe for resistente a mudanças durante uma carreira de mudança de cultura?

Foster a culture of change is possible if the organisation invests on their leadership model and peer to peer communication plan. Provide examples of positive experiences and lessons learned could raise interest toward change. Helping people open their mind seeing and accepting different scenarios is a must have for companies that want to face market changes. Companies are made by people and if people aren’t able to change, the company cannot evolve.

The first line of the chorus in David Bowie's song, 'Changes' is, "Turn and face the strange". The strange. In a world where compliance is encouraged to keep things in order facing the strange may seem like a paradox when it comes to culture change at work. However, 'disruption' has been popular for the past decade and there can have been no bigger disrupter than covid and lockdown. Consequently there is either a move to 'get back to normal' or quit quietly. Who would have thought the tables could turn so quickly from a respected 'command and control' leadership style to one of 'deep listening and compassion' out of necessity to retain staff. Keep talking onsite and offsite where all the team's needs are met. It's the best investment.

As a leader it's easy to change your behaviour when the sun shines and you're in a good mood but remember, trust arrives on foot and leaves on horseback. One quick storm and you'll be breathing the dust of your team's equestrian exodus. The changes you model need to be structural, not cosmetic. That means 'respond, respond, respond', not 'respond, respond, react'. When the going gets tough the tough get, specific. There are changes that are good for you personally and there are changes that are good for the team as a whole. When I learned to play the guitar, as a teenager, I didn't learn individual chords, I learned songs out of the Bob Dylan songbook. Within a fortnight I was jamming with friends. Make it fun and it will last forever.

Para apoyar eficazmente la implementación de una nueva cultura organizacional, considera estas estrategias clave: Diseña programas de formación ajustados a las nuevas habilidades requeridas. Crea una biblioteca de recursos (manuales, vídeos) para consulta fácil. Asigna mentores para orientación personalizada y apoyo. Asegura canales claros para expresar preocupaciones y feedback. Ofrece acceso a servicios de consejería y talleres de manejo del estrés. Celebra logros individuales y grupales para reforzar el cambio positivo. Proporciona evaluaciones regulares y constructivas. Ajusta los planes de apoyo según las necesidades y el feedback del equipo.