As discussed in yesterday’s post, there were many things to consider for the person who is impacted by a major organizational change. Going through this change can be an emotional rollercoaster. Will they be impacted by the change? Is there a way to try to look at it in a positive way and not see it as personal? Have they started to prepare for this situation in advance of this occurring? Using some of the ideas in yesterday’s post can help with planning for this type of change.
As a leader going through this type of change it presents additional challenges as well. How can you manage this type of change not only for your team but also for yourself? It is not an easy process to go through and to be supportive for your team. There is a great article that leaders can use when their team members going through this type of major change. The article “When Leading Change Increase Engagement By Asking Questions” by Torben Rick includes a list of questions to use with your team members.
- What do you think about this change?
- Do you know why the changes are taking place?
- How do you feel about this change?
- What do you see your role as in this change?
- What is your opinion about this change?
- What is your experience with this type of change?
- What are you working on and how will you be impacted by this change?
- What are your ideas about this change?
- Would you change anything about this change?
- Why do you think this change is needed (or not)?
- If you could tell the CEO one thing about this upcoming change, what would it be?
- What are you already doing in your day to day work that supports the change?
- What areas do you feel will be a challenge for you to adjust?
- What is your experience with past changes?
- Do you think this change is for good?
- What would help you most during these changes?
Any leader who has been through this major change knows it is not an easy conversation. It is important to acknowledge that the situation is happening and to actually talk about it. Using these type of questions as a guide can provide a way for a leader to start the conversation and ensure that the team members are voicing their concerns. In my experience, not talking about it just causes people to come up with their own ideas about what is occurring. Having these conversations may not change the outcome, but it does show respect for people and that you are listening to them during this difficult time.
Are you going through these types of changes in your organization? Leaders have to wear the brave face to support their team. A coach can provide the much needed support for the leader. Let’s set up some time to discuss how we can work together as you navigate this difficult challenge: http://susanmbarber.com/schedule-an-appointment/