Voici comment vous pouvez maintenir votre bien-être tout en guidant une équipe à travers des changements organisationnels importants.

A best practice is to create a robust self-care plan before guiding a team through significant organizational change. Be deliberate about your self-care plan goals, boundaries, and accountability. Once you've built and committed to the plan, help your team members develop their own self-care plans. An effective self-care plan should encompass various aspects of your life, including: Physical well-being: Diet, daily eating habits, hydration, exercise, and sleep routines focusing on quality and quantity goals. Mental well-being: Practice mindfulness and meditation. Take mental breaks and engage socially. Explore emotional intelligence concepts and ways to help manage perspectives on stress and change.

Regelungen bekommen dann Bedeutung, wenn sie gelebt werden. Wer als Chefin immer Überstunden schiebt und keinen Wert auf Ernährung und Bewegung legt, kann auch nicht erwarten, dass Mitarbeitende es tun. Wenn gesetzte Grenzen aber eingehalten werden z.B. auch der Chef ab 20 Uhr nicht mehr erreichbar ist und es konsequent keine Meetings nach 17 Uhr gibt, wird es zur Kultur. Wenn Vorgesetzte also wirklich ein gesundes Umfeld schaffen wollen, sollten sie bei sich selbst anfangen.

Set clear boundaries to protect your personal time and energy, ensuring you have moments for relaxation and rejuvenation. Practice mindfulness or meditation to stay grounded amidst the challenges. Regular exercise and a balanced diet support physical health, while adequate sleep rejuvenates your mind. Seek support from mentors, peers, or a support network to share experiences and gain perspective. Delegate tasks where possible to lighten your workload and avoid burnout. By nurturing your own well-being, you cultivate resilience and strength to effectively lead your team through change while staying healthy and balanced.

Open dialog, if possible in person can alleviate a lot of stress associated with organizational change. It also serves as an opportunity to understand on ground challenges stemming from the change and socialize the "why" behind the change. Such conversations can lead to co-creating solutions to successfully ride the change and develop strong advocates for it.

Maintaining an open dialogue with your team is key to navigating significant organizational change. When team members are encouraged to share their concerns and suggestions, it helps in spotting potential issues early. This practice also nurtures a sense of community and support within the team. Active listening demonstrates that their input is valued, which can enhance morale and engagement. Additionally, it offers insights into how the change impacts the team on a personal level, enabling you to address any well-being issues before they escalate, thus ensuring a smoother transition.

Keeping perspective is vital during organizational change. Reflecting on the bigger picture and long-term goals can help maintain a sense of purpose and direction, especially when daily challenges seem overwhelming. Recognize that perfection is unattainable and expect some bumps along the way. Being prepared to adapt strategies as needed can help in staying focused on the overall objectives and reduce stress, ensuring a more resilient approach to change.