Tag Archive: change
Change is difficult to accomplish – for individuals, groups, and especially organizations. While we can see the need for change, and want to help the organization (or our department) to function better, enacting change can be frustrating. In fact, there is a whole profession devoted to assisting organizations implement needed changes; they are called “Change Management Specialists (CMS).” The critical question is: What can you do when you are frustrated about the lack (or pace) of change in your organization? I’m going to give you some foundational, beginning steps with which to start and then refer you to an article... Continue reading...
Change in the workplace is inevitable. Previously, change largely stemmed from response to external circumstances, like marketplace forces, or they were part of a larger institutional plan to create growth and improvement. But since the advent of the COVID pandemic, change seems to be the only constant in the workplace. Changes in the foundations of how we work and where we work are ever evolving and lead to uncertainty, anxiety, resistance, low morale and more, all of which can take their toll on employees. The good news is, managing reactions to change can be made easier if the change occurs... Continue reading...
“We aren’t going to return to ‘normal’ – there will be a ‘new normal’” is a phrase commonly heard these days – from news media, economic gurus and business consultants. But what do they mean? What do you (or I) mean when we use the phrase “new normal?” I don’t think most of us really know. It is a phrase we are used to using, but rarely define. What is ‘Normal’ Anyway? We need to start by asking ourselves, “What does ‘normal’ mean?” What do we expect when we “just want things to get back to normal?” It’s a word... Continue reading...
Change in the workplace is often inevitable. Previously, changes had to be made in response to external circumstances, like marketplace forces, or they were part of a larger institutional plan to create growth and improvement. Now, with the advent of the COVID-19 pandemic, change seems to be the only constant in the workplace. Changes in the foundations of how we work and where we work are ever evolving and they can take their toll on employees — which leads to uncertainty, anxiety, resistance, low morale and more. The good news is, managing reactions to change can be made easier if... Continue reading...
Spring is late in coming in my part of the country. The mornings have been cold; the days are often cloudy and dreary. And Spring – the vibrancy and newness of life – has been put on hold across the country due to shelter in place and social distancing policies. Being able to get out and about, get together with friends and family, and go “do something” has been essentially written out of our lives. As a result, many people feel stagnant. Bored. Unstimulated. All of which can lead to depression and irritability. These feelings, coupled with the underlying anxiety... Continue reading...
A common question I am asked by those trying to help create a culture of appreciation in the workplace is: “How do we continue the efforts over time so that a real change occurs?” This is always an encouraging question to be asked because it points to the individual’s desire to really make a difference in their workplace rather than just “go through the motions” or do a “one and done” training event. Let me share five guiding principles that can help appreciation “stick” in your workplace: Utilize small actions over time. As a friend once mentioned to me, “Most... Continue reading...
Change in the workplace is often inevitable. Change can be imposed by outside circumstances, like the marketplace, or be part of a larger institutional plan to create growth and improvement. Yet often the focus is more on how to transition systems and processes, with many organizations ignoring the ‘people side’ of transitions. Regardless of the cause, managing reactions to change – uncertainty, resistance, low morale – can be made easier if you have begun to build a culture of appreciation. Interestingly, when employees feel truly appreciated for what they do and who they are, resistance to change can be reduced... Continue reading...
Let’s face it: Soft skills like critical thinking, emotional intelligence, and adaptability are necessary for all employees to have. However, the majority of attention in the management world has been focused more on hiring employees with those skills than developing them in current employees. The term “soft skills” refers to skills like collaboration, problem solving, conflict resolution, and communication, which have more to do with how you act than what you know. Much of the time, these soft skills have to be seen “in action” and can be difficult to objectively measure (unlike technical qualifications, which can be tested). However,... Continue reading...
