Hier erfahren Sie, wie Sie als Teammanager einen reibungslosen Übergang während des Kulturwandels bewältigen können.

Some key points for a smooth cultural transition: 1) Be aware that culture is the key element that supports the strategy of any company and that a successful cultural transition is a guarantee of success for the business. 2) “Leading by example” is a game changer to establish patterns of behavior that shape organizational culture. 3) Never fall into the comfort zone trap. There is always time to do more and better. 4) Define new imperatives and cultural attributes aligned with your company's beliefs, values and habits. 5) Recognize people's cultural differences during the transition period. Each person reacts according to their own beliefs and some people will not adapt to the new culture.

As a leader, embrace change with pragmatic optimism to set a constructive tone. Acknowledge challenges and uncertainties while highlighting opportunities and improvements. Clearly communicate the impacts of change, providing a balanced view of both positive and potential negative outcomes. Be transparent about benefits and set clear expectations to align efforts towards new goals. Equip your team with necessary resources and training, while demonstrating a positive yet realistic attitude. Engage actively in new processes and celebrate small wins to boost morale. Discuss potential scenarios openly with your team, helping them prepare for various possibilities. This will inspire your team to embrace change and foster resilience.

change is the essence of life, everything will change according to the time and situation. Prepare and accept the change with a positive mindset and react with more logic than emotion. motivate and prepare the team beforehand for the culture shift. communicate the goals and reason behind the change clearly and try to be transperent as much as possible.

People are not naturally averse to change, even if some are less open to new experiences than others, but most become averse to change when they feel that their core values are threatened. 1-on-1 communication about personal values and how employees can keep them in focus during and after the change is key - for the employee's satisfaction as much as their performance. Therefore, direct leaders are invaluable for succesful change communication.

As a team leader, explaining "WHY" should be more accurate. The team will not be in synergy if anyone in the team has any doubt in his mind. Let each of them evaluate and quantify benfits versus the efforts in his own style to realise there is a real feasible opportunity laying within. Be a platform to realise them why should they bring any change.

Reconheça que mudar é desconfortante, mas também reconheça que mudar é preciso. Olhe para a frente e veja os ganhos que você terá com a mudança: será um profissional com um conhecimento mais atualizado, terá vivido experiências de mudança, e se você souber trabalhar bem com isso, serão experiências positivas, de modo que as próximas mudanças não lhe assustarão tanto. Será um verdadeiro líder de mudanças!

Change is the spice of life. People are only averse to the change they don’t understand. So ensure the reason behind the change and the motivations are articulate clearly. The next step is to communicate. What’s important here is to put yourself in the shoes of various team members and think of why they might not adapt to the said change. Once you identify that, it’s just a matter of strategically hand holding them into being aware, able and accepting of the change.

Here’s my quick guide for a smooth transition during culture change as a team manager: Communicate Clearly: Keep your team informed about the changes and their benefits. Lead by Example: Model the new behaviors and attitudes. Support Your Team: Provide resources and support to help them adapt. Encourage Feedback: Listen to your team’s concerns and adjust as needed. Effective communication and leadership are key to navigating cultural shifts successfully.

So much " change " starts without a clear vision as to the finished product . There is too much change for change sake . We need to be clear about what it will look and feel like for people to want to move towards it rather than run away from it . If you personally are not authentic you loose .

🔍 CLEAR COMMUNICATION: The Foundation of Successful Strategy 🔍 In the fast-paced world of business, having a well-crafted strategy is essential for success. But what underpins every effective strategy? -> Clear Communication. 📣 Why is Clear Communication Crucial? 1. Alignment: Ensures everyone is on the same page. 2. Efficiency: Reduces misunderstandings. 3. Motivation: Engages teams by providing clarity. 4. Trust: Builds strong relationships through transparency and honesty. 🚀 Steps to Foster Clear Communication: • Be Transparent. • Encourage Feedback. • Simplify Messages. • Lead by Example. Remember, a strategy is only as strong as its foundation. 🌟 #Leadership #Strategy #ClearCommunication #BusinessSuccess #Teamwork

3 stages of communication: 1) The starting point should be an Culture Initial Assessment to measure the level of maturity of the company on the topic. From this diagnosis, communicate the results between the teams. 2) Draw up the road map of the transition. Leaders raise business imperatives and new cultural attributes that should guide everyone's behavior. Discussions can be conducted to encourage teams to verbalize their concerns. It will benefit the assimilation of the new culture to eliminate potential silos of resistance that can reduce the speed of the cultural transition. 3) Leadership should launch the new culture journey across the organization to celebrate this milestone, getting full engagement from all.

In any change process, regardless of the cultural background, the basic platform to build smooth change processes on, will always be communication. Talk with the employees, with the team, get to know them, understand their fears and worries and explain the outcome and win-win's clearly. Be present, gain understanding by showing genuine interest and take this as a start. Gaining and building trust is only done through excellence in communication. By getting the trust, you will be able to bridge fear and resistance towards transformation.

Communication is key. It can be done in many ways. Start from the very trivial reminder during day to day conversations with your team members, to re-emphasise at formal platforms. This again has to been seen being to be led by the leaders.

When leading through change, I try to follow 3 steps - involve, engage, communicate. The why element is often the most important, as team members will often want the context behind the change in order to accept the reality of it. I position the change as the solution to navigate a successful way through it. By ensuring my team are participating, I find they are more likely to positively accept and adapt.

Communication in a cross-cultural environment is very difficult because common senses, decision making processes, perceptions, thoughts, etc. are different if each member applies his or her own cultural values to such differences. Company management, managers and supervisors need to receive cross-cultural communication training from capable coaches or trainers.

To successfully guide your team through a culture change, it's crucial to embody the desired behaviors and values in your actions, showing a clear commitment to the transition. Prioritizing your team's well-being and emotional safety will foster a supportive environment for growth. Addressing resistance by listening to concerns, alleviating fears, and offering support will help ease the transition. Remember to be patient and flexible, as culture change is a gradual process that demands adaptability and responsiveness to challenges. By leading with empathy and integrity, you'll inspire trust and create a positive environment for your team to flourish in the new culture.

The path of the change process is dynamic. Accepting feedback and selecting an efficient path is essentially required. Facilitate team members to discuss collectively and let them adapt a unique path forward.

¿Y si conversamos?, ¿Y si por medio del diálogo nos comprendemos?, ¿Y si en la comprensión, nos conectamos?. Qué importante es crear instancias de comunicación, donde podamos escucharnos, tolerarnos, comprender los puntos de vista y expresar nuestras ideas, reflexiones, aprensiones, incluso molestias o dudas o cualquier sentir emocional. Porque los cambios, mueven las creencias y emociones. Comunicarnos con claridad es en sí un acto colaborativo, útil para promover la adaptación a los cambios y mejorar el ambiente laboral en que acontecen. Entonces, ¡Qué importante es conversar!

Ensure any requests you make Use positive concrete specific language. Positive meaning tell people what you do want them to do. Don't tell them what you don't want them to do... After all, how do you do a don't? Concrete and specific meaning something that can be videotaped or recorded. Also ask for them to reflect back in their own words the request you made. This will help to ensure clarity. Search making requests using nonviolent communication, NVC For more clarity on how to execute this skillfully.

Keep your team informed about the reasons behind the culture change, the goals, and the expected outcomes. Update them regularly on progress and any changes to the plan. Encourage open communication and feedback. Create forums where team members can voice concerns, ask questions, and provide input. An inclusive approach builds trust and ensures everyone feels heard.

"En mi empresa están haciendo cambios". Una afirmación tan conocida que nos lleva a mirarnos en esos cambios, a reconocer qué es lo que esperamos de nosotros mismos y de las demás personas, qué es lo que esperamos de la empresa. Como líderes, es muy importante que respondamos estas preguntas y que a partir de ello, realicemos definiciones claras (rayado de cancha) y las comuniquemos a las demás personas, como un camino para el alineamiento y coordinación.

Clearly outline how the culture change will impact each team member’s role. Provide detailed descriptions of expectations and how success will be measured. Leaders must ensure that individual and team goals are aligned with the new cultural values. This alignment reinforces the desired behaviors and outcomes.

Setting clear expectations is the cornerstone of a smooth transition. It reduces uncertainty, builds trust, and empowers your team to adapt effectively. 1) Be Specific - Instead of vague statements, provide concrete examples and specific actions. Consider using flowcharts, or timelines to enhance understanding. 2) Communicate Consistently and Clearly - Keep your team informed about progress, challenges, and milestones. Encourage questions and feedback through open communication channels. 3) Manage Expectations Realistically - Be honest about potential difficulties and setbacks. Validate team members' feelings about the change. 4) Provide Necessary Support - Ensure they have the tools and support they need to meet expectations.

Big pictures are always blur. So facilitate to bring small goals. Offcourse they should be smart enough and aligned but let the member set the goals.

Expectations should be 100% clear, everyone needs to know what is explicitly expected from them. To do so, the first thing to define are expected behaviors from the whole company; dicho behaviors should be mandatory and to achieve so, every person in the organization must understand the reason each behavior is important in achieving the company’s goal and therefore their own personal goals. A second stage is including these behaviors in every day proceses and tasks, so there is absolute clarity about expectations. This effort must be led by business leaders.

Offer training programs, workshops, and mentorship resources to help your team adapt to the new culture. This support helps alleviate anxiety and builds confidence in navigating the change.

Siempre existirán cosas que no sabemos o se nos dificulten. Alguna vez en nuestras vida hemos sido principiantes y alcanzar cierto grado de conocimiento nos tomo tiempo y ayuda externa, es necesario pensar cuando nos pregunten algo si nos causo dificultad y tratar de orientar a las personas que apenas inician ese camino que nosotros alguna vez cruzamos

Apoyar es decirle al otro ¿qué necesitas y qué puedo hacer desde mi rol para contribuir con tu progreso y logro de objetivos?. El apoyo toma mayor sentido, entre otras cosas, cuando está anclado a un rol y objetivo, cuando tiene sentido. Cuando brindamos apoyo, estamos aportando a la creación de confianza, seguridad, lealtad, compromiso y agradecimiento, todos aspectos que fortalecer el motor del equipo de trabajo y su bienestar.

Be sure to check in and connect with your employees or your team with what they are feeling and needing. Reflect back what you hear using active listening techniques, or even more effective empathic reflection (see NonViolent communication / NVC). Doing this will help employees to feel heard and considered throughout changes. This may be the most important step you can do and is also one of the ones that people are most uncomfortable with. If you are one of them like I was again, see NVC For exactly how to execute this skillfully.

Perception of change is like a trial. Failure is a part of it. Be a coach to handhold them in learning emotions along with the technical skill.

Agregaría además hacer retroalimentaciones contingentes cuando se observe qué una conducta no se ajusta al cambio que se está impulsando. Esto permite corregir en el momento, reforzando constantemente la nueva manera en la que llevaremos a cabo los cambios deseados

Reasons and ways to celebrate: Reasons : Important to celebrate each battle, before celebrating the war, because it works as a positive path to formatting the new organizational culture. Culture is a sum of small gestures and attitudes, which become habits and behaviors and these define culture. Therefore, every gesture and attitude towards the new culture needs to be recognized and celebrated. Ways : Recognitions should be made spontaneously and directly. It will boost the process, set expectations and show people that the path is correct. I have seen the routine of doing a "cultural moment" before starting team meetings as a way to recognize those acts or behaviors connected with the new culture that is intended.

Culture change is by itself a huge milestone both for the company and its members. Celebration of small wins can help establish the new era and will also help to erase previous era. Culture change process in a company can also mean a small or big culture change for its members, so by celebrating small wins their motivation is boosted. Monday morning, a welcome breakfast, team around a table celebrating small win...that's a culture change step!

Sum of small celebrations is thousand times bigger than a large one at the end. Every step matters either to correct or to celebrate.

If milestones are too big, look for inch pebbles. You're looking to help people find stamps on their punch card towards their goal. Size irrelevant. This will increase dopamine And therefore momentum.

As a team manager you must recognise that you may are likely going through your own reactions to change, so navigating this, as well as leading others, becomes critical although often overlooked. Emotionally regulate, take time to process you own reactions to the change so that you can then authentically lead others through the change.

Recopila feedback constante con encuestas y reuniones. Analiza los comentarios y ajusta en base a patrones. Define KPIs como satisfacción del equipo y desempeño, y revísalos regularmente. Sé flexible con planes de contingencia y ajusta tu estrategia según nueva información. Mantén al equipo informado sobre cambios y crea espacios de diálogo. Ofrece formación continua y celebra logros para mantener la motivación alta. Aplica un ciclo de mejora continua (Plan-Do-Check-Act) y fomenta la creatividad en el equipo.

A good strategy adapts to change, ensuring relevance and success through flexibility and execution. Isn’t that true in our lives as well?

Es importante mostrarse también abiertos a re-visitar temas que tal vez se habían dado por capacitados, ya que los procesos de cambio cultural no son lineales, por lo que en muchas veces debemos revisar dos o tres veces una misma temática hasta que gradualmente las modificaciones se vayan instalando.

To achieve a culture change, we should also examine the system. It is key to adapt the systems to the aspired culture change. For example, if you want to be an inclusive organization, you need to explore and resolve the barriers in the recruitment process to live this principle.

Der Schlüssel in einem Veränderungsprozess ist sich von alten Strukturen, Prozessen etc. zu verabschieden, damit Platz gemacht werden kann für Neues. Oftmals wird hier zu wenig Augenmerk darauf gelegt und Mitarbeiter*innen verweilen in der Vergangenheit und trauern, warum es nicht mehr so ist wie früher. Wenn man sich proaktiv verabschiedet, gibt es eine sehr hohe Chance die Veränderung zu akzeptieren. Just food for thought!