Change is an inevitable part of life – and especially the workplace. But that doesn’t mean change is easy and that there won’t be challenges when helping team members navigate organizational or executive transitions within a department. That’s where strong leadership from management makes the difference. All too often, departments are so caught up in the upcoming changes that they don’t think enough about their most important asset – their team members. According to a Gartner study, 73% of change-affected employees report experiencing “moderate to high stress levels”. Those suffering change-related stress “perform 5% worse than the average employee”.

Without strong leadership, there can also be some unforeseen consequences for departments when organizational and executive changes are on the horizon. A few of these include:

• Loss in trust
• Decrease in morale
• Increase in rumors and speculation
• Decrease in productivity

As we’ll cover in our next article, transparency and communication are key. A lack of strong communication is cited as one of the top complaints workers have when navigating change within their department. That’s why many departments depend on coaching during these periods. Coaches can work with leaders to develop an effective communication plan, ensure that it’s delivered effectively and make sure employees feel heard during the process.

During periods of change, strong leadership is more important than ever. Effective leaders help team members stay focused during times of transition, maintain productivity and keep morale high. It’s not an easy task, but your leadership team doesn’t have to go it alone. The right partners and resources can help make the transition period successful and positive. Leah M. Joppy and Associates is ready to help departments and/or individuals navigate major changes through specific coaching – all of which will help managers and their teams thrive! Call us at 301-670-0051 or email us at leah@lmja.com and let’s get started.

It’s often said that we’re living in a VUCA world: Volatile, Uncertain, Complex and Ambiguous. Sometimes it seems like change is the only constant and one major example of that is today’s workplace. Whether it’s a leadership transition or organizational upheaval, managers are expected to help their team members navigate any and all changes and make sure morale and productivity don’t take a hit. It can be a daunting task, to say the least

People are creatures of habit and routine. Transitioning from the old way of doing things and dealing with new executive leadership or organizational change can be hard on a team. However, if managers are intentional and proactive, it can go a long way towards helping team members navigate through the uncertainty. Here are four essential tips to keep in mind:

• Share The Vision: Team members can better process change when they understand why it’s happening. This is an opportunity to explain the reasoning for the changes and workers’ roles in the transition process. It’s also a time to help workers understand the end goals and opportunities for growth moving forward.
• Communicate Frequently: When it comes to leadership or organizational change, there really is no such thing as too much communication. Team members are probably feeling stressed and vulnerable and communicating relevant information can go a long way towards easing fears and addressing concerns. Consistency is key: managers shouldn’t just have an initial meeting, talk about changes and think they’ve done their job. Continuous follow-up is crucial.
• Be Transparent: A senior leadership or organizational change can shake up team members’ sense of stability. That’s why it’s crucial to be transparent about the information you have. It’s also important to be honest and transparent about the information you don’t Straightforward transparency goes a long way towards building trust and also dispels the gossip and rumor mill.
• Involve Team Members in the Process: Managers need to ask themselves, “what do I need to do in order to get my team members on board and make sure they feel heard?” Listening to their concerns and involving them in the process is one of the best ways to accomplish this. Ask them for their ideas and really listen to their feedback. It can go a long way towards making the entire transition process a lot smoother.

All workers respond differently to change. The key is understanding how employees are reacting to the changes and tailor your response based on their needs. It can be a challenging task, but Leah M Joppy and Associates is ready to provide the support your department needs to move forward. Call us at 301-670-0051 or email us at leah@lmja.com