“Colleen’s work is positive and uplifting with great tips for living life with intention and purpose!”
Find Change Agents That Get the Job Done
If we don’t change, we don’t grow. If we don’t grow, we aren’t really living. ~ Gail Sheehy
Managing change in organizations is not easy unless you have the right leadership in place. This is why finding the best change agents is essential for ensuring smooth transitions. You want to find people who have the right qualifications to move the company forward successfully. Identifying this type of leadership will make the process less stressful and give you the reassurance that goals will be met. However, finding those who are good at managing change in the workplace will also take some strategic planning. You can start by focusing on the top five qualities listed below to find strong leaders who will guide your company in the right direction.
Change Agents are Willing to Embrace New Ideas
Change is usually met with resistance because people are uncomfortable with the unknown. In my keynotes and seminars on managing change, I hear about it all the time! While this is to be expected, your change agents must not have this attitude. You want to find people who are excited about new ideas and willing to implement them with enthusiasm. Otherwise, you will have leaders who sabotage the process along the way. You also want change agents to be fully committed without any apprehension on their part. This will set the tone for others who are following these leaders and encourage them to work together toward the new goals.
Leaders Believe in the Big Picture of Growth
Managing change in the workplace effectively means that leaders must always have the big picture in their mind. The best companies are the ones that can grow to reflect the needs of their customers. Your employees might be in love with the same software they have used for the last five years; but if it doesn’t serve your increasing global customers, the business will be impacted. Leaders know how implementing changes will make their company grow and thrive. They also have the ability to communicate the big picture to their employees who can be confused and disappointed by new policies. By sharing this overall vision, the change agents will be more respected for making sure everyone understands the importance of the latest modifications.
Striving for Results Fuels Their Motivation
When it comes to managing change in organizations, staying on task is what great change agents do best. They are the first ones to realize that results will fuel their motivation and also increase their employees’ productivity. Especially when the changes that take longer to implement can be frustrating to employees who are relying on workarounds to get things done. Understanding this can happen; effective change agents will highlight benchmarks as progress is being made. They might also propose incentives that encourage their employees to meet milestones sooner which will make the goals more manageable.
Courage Comes Easily to Change Agents
Change agents who show courage will have the easiest time achieving their goals. They know it is not a matter of if a conflict will stand in their path but when it will appear. They are never afraid by this prospect and instead seize the opportunity to obtain a quick resolution. They are also attentive when managing change in the workplace because they know their demeanor is being evaluated by their employees! If they act uncertain or get easily distressed by obstacles, then others will be hesitant in following them. Good change agents know that staying calm and focused on the end result will make each conflict a temporary diversion that can be successfully rectified.
They Gain Trust and Develop Buy-In Successfully
Since change is usually a scary undertaking, employees want to follow people they can trust. When change agents are trusted by their employees, goals align and buy-in is achieved. Even though those relationships take time to establish, leaders can build a solid foundation by regularly communicating to their employees. Change agents will take extra time to share the overall vision and identify each employee’s specific role in achieving successful results. They will also select leaders within each group to assist them in establishing buy-in. This will reinforce the idea that employees are part of the change instead of something randomly happening to them.
Managing change in organizations takes the right leaders, process and perseverance to succeed. When all of these components are applied correctly you will develop an organization that not only survives transitions but also prospers. Hang in there!
About Colleen Seward Ryan, Leadership Expert, Keynote Speaker
CREDENTIALS: Colleen Seward Ryan is an international workplace and employee management expert, award-winning corporate trainer, and motivational keynote speaker. A media veteran, she has appeared on numerous radio shows around the country and has written more than 40 popular articles on diverse workplace issues. Colleen has delivered more than 1,100 entertaining programs in 48 states and five countries. She is the author of 10 published audio programs and two books including SECRETS YOUR BOSS ISN’T TELLING YOU.
Colleen Seward Ryan is available for keynotes, breakout sessions, and seminars by calling (623)340-7690 in Aiken, South Carolina.
Managing Conflict in the Workplace
The harder the conflict, the more glorious the triumph. ~ Thomas Paine
One of the most frequent questions I get asked is, “What are some tips for managing conflict in the workplace?” This is because most managers want to know how to fend off major issues before they escalate. And even in the most congenial work environment, conflicts will occur. But this doesn’t have to create a sense of impending doom! When you effectively use the energy from conflicts in the workplace they also have the ability to transform your problems into opportunities. In fact, by incorporating the following steps your conflicts can become more manageable and take your problem solving methods to a whole new level.
Cool Heads Prevail During Times of Conflict in the Workplace
Conflicts get messy and complicated when they are steeped with emotion. Why? Both sides are passionate about their point of view and want to win! When someone is personally invested in winning they tend to lose sight of everything else. If things get too heated, this is when business relationships can be severely damaged. Bringing both sides together to discuss issues in a reasonable way will allow solutions to flourish. Additionally, separating the person from the issue will encourage discussion rather than arguments and debates.
When Managing Conflict in the Workplace, Encourage Proactive Problem Solving
When your employees start focusing on proactive solutions that’s when conflicts start to fade and problem solving thrives. Encourage and listen to all ideas and solutions. Create an environment that supports teamwork and discourages superficial criticism. If someone does drift back to their original position, ask them why other options couldn’t be considered. This gives each person a chance to carefully consider their proposals in an objective way. When managing conflict in the workplace, the more reasonable you are in finding solutions, the better opportunity you will have in garnering a compromise.
Objectively Analyze the Situation
It’s easy to have lots of ideas but finding out how viable they are usually takes extensive research. Ask your employees to get more details about costs, timelines and contingency plans. This will also give them the ability to see if a particular process is possible while they are looking for the best solution. Encouraging your employees to fill in these details also fosters ownership of the process. As they gain perspective, some of their original objections will be resolved and lose their power in preventing progress.
Find Out What Works and Build From There
As employees go through the conflict resolution process they will discover that cooperation is the best path towards successful results. When they demonstrate good teamwork, tell them specifically what actions you appreciate. Giving this consistent and positive feedback will likely guide them into a mindset that thinks more about the team and less about their own interests. If they get off track a bit, then point out why the goal of resolving the issue is important to the organization.
As a keynote speaker, I see many employees who think they are a team when in fact they are just a work group. They haven’t been coached into a “we” mentality. One of the keys to successfully managing conflict in the workplace is steering them away from the “me” mindset.
Have a Definite Resolution
You might encounter a situation where multiple solutions are equally good. However, if they all can’t be implemented then a choice has to be made. Often, your leadership position gives you the advantage of knowing what upper management would support. Once the final choice is made, briefly explain your reasons to your employees and stick to your decision. When managing conflict in the workplace, consistency is key. Unresolved conflicts will keep things unsettled, you’ll appear passive, and nothing will move forward. Even if the final choice isn’t celebrated by everyone, at least it gives closure to the conflict and that will be appreciated by the majority.
Managing conflict in the workplace isn’t easy, but with your assistance it can ultimately create a more cooperative, cohesive atmosphere for everyone!
About Colleen Seward Ryan, Leadership Expert, Keynote Speaker
CREDENTIALS: Colleen Seward Ryan is an international workplace and employee management expert, award-winning corporate trainer, and motivational keynote speaker. A media veteran, she has appeared on numerous radio shows across the country and has written more than 40+ popular articles on diverse workplace issues. Colleen has delivered more than 1,100 fun and entertaining programs in 48 states and five countries. She is the author of 10 published audio programs and two books including SECRETS YOUR BOSS ISN’T TELLING YOU.
Colleen Seward Ryan is available for keynotes, breakout sessions, and seminars by calling (623)340-7690 in Aiken, South Carolina.
Discussion with Troy Johnson and Colleen on WHUR Satellite XM Radio
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