Businesses constantly need to look to the future, to adapt to change in order to grow, develop and succeed.
Understanding the need for business development helps leaders and managers to embrace change and take risks, but they also need to be able to successfully navigate their teams through times of change. Emotional intelligence in the workplace in particular is becoming increasingly vital for organisational success. Many companies now recognise the need to develop their employee’s emotional intelligence skills so that they can adapt and develop within a changing work environment.
Strategic planning is essential to ensure the future success of any organisation. It ensures there is a clear reason behind the purpose of your organisation’s existence. Planning for the future ensures that a company looks at:
Efficient use of resources – allocating resources effectively to enable your organisation to reach its objectives.
Establishing goals – setting challenging goals for everyone to strive for a better performance both at a company level and individual/team level.
Managing risk – analysing risk and developing contingency plans allows you to adjust strategies in times of change.
Communication – where everyone knows their own responsibilities and are clear how their work contributes to the success of the organisation as a whole.
Taking advantage – allowing you to identify opportunities both internally and externally, providing key leverage in the marketplace.
Invest in people – employees may resist change because of the fear of the unknown, and the loss of control in the way things are done. Planning for the future should include building an effective workplace – a workplace that is flexible, adaptable and emotionally intelligent will be highly productive and able to rise to the challenges of change rather than being resistant to it.
Change is Positive
When you continue to work in the same way, you produce the same results. Successful organisations know that change is often needed to take growth to the next level. Knowing how to innovate and manage change whilst minimising any negative effects, is a key requirement for today’s managers and leaders. Introducing change can be a positive and motivating factor for the success of the organisation. A powerful tool, change provides new opportunities and makes individuals and organisations all the stronger for it.
Implementing change in the workplace is not easy. When everyone understands why it is needed and is motivated for change, then it becomes far easier to achieve the desired results. Communication skills are key to helping others to understand the changes and the reasons behind them.
Developing your people into stronger, all-round performers increases their engagement in the workplace. Where there is a culture of organisational resilience, that organisation can thrive with its people remaining optimistic, adaptable and motivated whatever the challenges. Developing personal resilience and motivation are essential to facilitate any change management programme successfully. When people are self-aware, accountable to themselves and take ownership for how they feel then they are better able to manage different situations and challenges at work.
6 Steps for Delivering Change
- Be ready. Ensure your leaders and mangers are trained and ready prior to implementing any period of transition.
- Communicate effectively and frequently to ensure everyone understands why change is occurring and how it will affect them. Where can employees get more information – their line managers or HR for example? Encourage discussion and create opportunities for employees to be able to ask questions.
- Be open and honest. Use straightforward language to communicate what is going to be changing and why. People respond well to respectful and honest communications.
- Consider the impact. Whatever the change and no matter how small, consider the emotional impact on your staff, and how best to craft your message to allay their fears. Provide the means to listen to any concerns raised.
- It’s personal. Communicating the benefits for the individual/team and what they can expect is important in understanding how this affects others. Acknowledge the change honestly.
- Clearly define the end goals behind the change so that any ambiguity is removed; everyone should understand what the meaningful outcome is to be.
How to Prepare for Change in the Workplace
The flowprofiler® family of training workshops can help organisations to develop sustainable, high performing teams. The workshops aim to develop the emotional and social intelligence of individuals so that they can understand their own motivation and resilience in the workplace.
Harnessing this information helps them to embrace opportunities, be more engaged and able to cope better with stress and change in the workplace. A resilient and motivated workforce is an engaged one, ready to bounce back faster from setbacks and to adapt to change because they want to see the company, and themselves, succeed.