Managing Change in the Workplace
Change is exhilarating. Change is terrifying. Change is badly needed around here. Whatever your attitude is to change, it is the most reliable companion you will likely ever have. It will always be with you so are better off making friends! Here are three tips on managing change in your workplace: * Understand that growth requires change. If you double the number of customers you serve, how will your current systems hold up? Review current processes to see how they will work if workflow increases. *Let go of the emotions around change so you can have productive conversations with those who are involved. For instance, if you are a manager and your employees are resentful of a needed change, you can help create a productive dialogue by letting go of your personal investment in the outcome. Simply discuss the situation without ego, anger, or pride. Your employees will be more open to understanding why the change is necessary, and you may learn something new as well. * Look for opportunities to invite change. Where can your processes be streamlined? What can you learn from spots where things bog down now? Are you using an employee's best gifts or simply using them where you need a warm body? When you become an active participant of change, and you remain receptive to its gifts, you can learn from it and grow with it. Julie Renee Callaway is a business and life coach specializing in helping professional women create lives of meaning and joy. You can get her free report "7 Ways to Know if Your Climbing the Wrong Ladder" at http://www.composeyourlife.com
Related News
|
 |
|
|
RELATED ARTICLES
Pitching to Employees
The senior flight attendant on the WestJet flight was starting the routine safety talk: the bit about flotation vests and emergency exits that we ignore at the beginning of every flight.
Policy & Procedure Manuals - Tools For Greater Productivity and Efficiency
In today's tough retail environment the retailer needs all the tools he can get to help improve efficiency, productivity, and the bottom line. Two of these tools are the company's Policy Manual and Procedure Manual.
How To Manage A Difficult Employee
Having to manage a difficult employee is never fun and can be the most challenging part of your responsibilities as a business owner/executive. While never easy, this article will address a step-by-step way to consistently and confidently handle the most challenging employee situations. In addition, how you handle a difficult employee will send a strong and powerful message to those who still work for your company.
Never Wrestle with a PIG
The business books at the library and book
stores fill many shelves. Some authors tend
to run a little long at the keyboard. There
is one voice that stands out from the crowd,
Mark McCormack.
Hire Winners: Avoid These 10 Interview No-No?s
Have you ever hired someone who did not live up to expectations? I'm sure many of us have at one time. The purpose of the interview is to obtain good information about an applicant to make a wise selection decision. It may sound simple but then why are there so many poor hires? The reason is that many hiring managers make 10 key interviewing errors that prevent them from hiring the best people.
Learn to Assert Yourself
Pinpoint your own blocks to assertiveness: fear of disapproval, need to please others, fear of being too masculine or feminine, or the dread of making mistakes.
Reducing the High Cost of Absenteeism
Employers pay a high price for absenteeism, often more than they may realize, in terms of both financial and production losses and employee morale. Managers may view the tasks of finding a substitute employee as a short-term inconvenience; however, absenteeism frequently has more serious long-term effects. Employers can, nevertheless, ensure that employees report in regularly and remain on the job.
Regaining Control - Nine Steps for New Managers
My client had faced the same challenge, which was frustrating as well as intimidating for him as well - yet he was determined to break the mould.
Delegate Tasks to the Right Person
SELECTING THE RIGHT PERSON: To whom should tasks be delegated? Selecting the right subordinate to do the work is an evaluative process, and managers must be able to identify individuals both capable and willing to handle responsibility.
What Personal Assistants Really Want
What would happen if the personal assistants in your organisation were away for a week? How would it affect the running of your business or department? How would it affect you?personally?
How to get an Audiences Attention
A trainer dryly discussing how to motivate people in an organization basically has just another "point-by-point" presentation. But suppose that he mounts the podium and begins to speak. Suddenly, a phone on the lectern rings. He ignores it at first, trying to continue. Finally he gives up, excuses himself and answers it. It is an engineer (off-stage voice) with a series of questions relating to the organization and the lecture topic. Although the presenter protests that this is "highly irregular," the offstage voice indicates that the issues are pressing and must be answered on the spot (while visual support flashes on the screen). Humor meaningful to the audience may be injected, such as, "Why aren't you at the meeting?" The lecture time is up, the presentation time has been used, and the presenter complains he "never got a chance to talk to the audience." But the audience members have received the information that the trainer had come to share with them, and in an attention-getting way.
The Seven Cs: Partnership Danger Signs - The 4th C: Cumulative Money Problems
A series of articles exploring the seven critical areas that can indicate a partnership is in trouble.
Why Outsourcing Could Be The Best Thing You Do For Your Business
While it's probably not true to say that the traditional 9-5 job is on its way out, it IS true that more and more businesses these days are starting to see the value of outsourcing the jobs they can't cover themselves. Things like copywriting, PR, programming ? even secretarial and admin support - are being outsourced to freelancers working from home or running their own business. But why?
Innovation Management ? IBM Opens Lid On Its Treasure Chest
IBM, which registered 3248 patents last year, has decided that sharing technology can sometimes be more profitable than jealously guarding its property rights on patents, copyrights and trade secrets (Herald Tribune, April 11 2005).
Five Habits of Highly Effective Conflict Resolvers
Steven Covey had the right idea. There are discreet skills and
attitudes, habits if you will, that can elevate your conflict
practice to a new level. This article shares a selection of
habits and attitudes that can transform a good conflict resolver
into a highly effective one. By that I mean someone who
facilitates productive, meaningful discussion between others
that results in deeper self-awareness, mutual understanding and
workable solutions.
Tales from the Corporate Frontlines: Finding The Perfect Balance
This article relates to the Work/Life Balance competency, which investigates how your staff feels with regard to the balance between work and personal life. It explores issues such as priority of family and hours on the job, also covered in this competency. Organizations that enjoy a high satisfaction level in this area will normally exhibit a low rate of absenteeism and experience higher employee retention. Evaluating this competency is helpful in understanding issues relating to a workforce that is commonly tardy or absent from work.
Collaboration: 3 Keys to Keeping Your Documents from Getting Lost in the Shuffle
Difficult Staff - It Pays To Get To Know Them Better
It's very easy for a business owner or manager to fall into
the trap of condemning one of their team as a no-hoper or a
problem child.
Poor Employee Performance: How to Deal
KEEP WRITTEN RECORDS: "Document !Document! Document!" Keep a record of periodic performance reviews, incidents of unsatisfactory performance, conferences where warnings are administered or terminations are announced. Issue warnings and terminations in writing as well as verbally. When dealing with a particularly unstable or vindictive employee, request that the employee sign a written summary of a warning or termination conference to attest to the fact that the summary is accurate (not that they necessarily agree with it).
Business Opportunity - Leverage Your Employees!
As a business asset, they don't sit well on the P&L statement. They aren't
valuable like a piece of machinery, or an office block. There is no assignment of
currency with which you can measure them. But living and breathing within the
walls of your premises are the biggest asset you could think of - your people.Here's why...Your people are:-
|
