Votre équipe résiste au changement lors d’une restructuration majeure. Comment pouvez-vous obtenir leur soutien et leur collaboration ?

Gaining your team's support and collaboration during a major restructuring can be challenging, but here are some strategies to help: 1. Open Communication : Clearly explain the reasons behind the restructuring and how it will benefit the team and the organization in the long run. Transparency can reduce uncertainty and build trust. 2. Involve the Team : Engage team members in the planning process by seeking their input and feedback. 3. Address Concerns : Listen to their worries and address them honestly. 4. Provide Training and Support: Offer training and resources to help team members adapt to new roles or systems. This can ease the transition and boost confidence

Change means that something is ending for something else to begin. Although the change may be beneficial, leaders should consider a couple of things. One is that the leader have had time to adjust and believe it's a worthwhile change if it was their idea. Team members need to be given the same courtesy of time and adjustment. Another thing to consider is that there is grief that comes with change. Any change disrupts comfortability and confidence. Leaders should empathize with team members needing more support and reassurance of their capabilities in adjusting to the change. Open communication is key in understanding their concerns and addressing them effectively.

Resistência a mudanças sempre existirão o que vai mudar é a intensidade da mudança! Mas o que se pode fazer para minimizar a intensidade? - Deixa extremamente claro e com base em fatos e dados porque a mudança está sendo implementada. - Se a mudança é operacional, o líder tem que demonstrar pelo exemplo seja ele executando inicialmente ou demonstrado que tem domínio da mudança implemtada - Reconhecimentos baseados em resultados globais ou individuais para quem absorver a mudança de forma mais ágil. - Monitorar, mas monitorar com o intuito de ajudar que está tendo dificuldade na mudança e não com o intuito de cobrar!

Involve those who are most impacted in the decision making process. People who are engaged are much more likely to accept the change and help others along the way.

Transparency and authenticity in communication is the key to change management. Be clear on the end objective and its impact on your teams effectiveness

Sharing a clear perspective and purpose is crucial to establish smooth transitions. Being aware of the extent and intensity of the change, and its respective impact on team or individuals, can help you determine which mode or method would best suit into the situation. But communicating right and clear message would remain key to focus, so you can avoid uncertainty and bring in more support through clarities.

The best thing you can do during these times is be honest. People are scared. They may be unsure about the direction of the business and impact to culture. Create an environment where they can be seen and heard and where you can be as honest as possible. That creates more team trust. Even if it's as simple as saying "I have no idea what it going to happen, but let's focus on doing the best job we can because that will put our best foot forward"

Clear communication is vital to minimize anxiety and ensure a smooth transition. Before any announcement, be prepared by understanding the "why" behind the changes and developing a communication plan. When delivering the news, be transparent. Explain the changes and the reasons for them, focusing on the positive outcomes for the company and the team Schedule Q&A sessions to address questions and concerns honestly. Acknowledge the difficulty of change and show empathy. Maintain consistency in messaging across leadership, focus on the future opportunities, and offer resources like training or outplacement services to ease the transition You can foster trust and help your team adapt to the coming changes

Clear communication is crucial when dealing with resistance to change. Articulate the reasons behind the restructuring and explain how it will benefit both the organization and the team members. Ensure that your messages are consistent, transparent, and free of jargon that could confuse or alienate your team. Provide regular updates to alleviate uncertainty and give your team a sense of involvement in the change process. This approach fosters understanding and buy-in, making the transition smoother and more effective for everyone involved.

como conselho, envolver todos os membros da equipe no processo de reestruturação pode reduzir a resistência e promover um senso de propriedade. Incentivar contribuições de ideias e soluções não só os valoriza, mas também pode gerar estratégias inovadoras que beneficiam a mudança organizacional. Isso capacita a equipe a participar ativamente, transformando-os de observadores passivos em agentes ativos de transformação.

Involving everyone in the restructuring process fosters a sense of ownership and reduces resistance. Encourage your team to contribute ideas and solutions, making them feel valued and heard. This collaborative approach not only boosts morale but also leads to innovative strategies that benefit the restructuring effort. By empowering your team to be part of the change, you help them transition from passive observers to active participants, enhancing their engagement and commitment to the new direction.

Fostering a sense of ownership during restructuring involves everyone in the process. Encourage team members to share ideas and solutions, making them feel valued and heard. This collaborative approach boosts morale and can lead to innovative strategies that enhance the restructuring effort. Empowering your team to actively participate transforms them from passive observers to engaged contributors, reducing resistance and promoting a smoother transition. By involving everyone, you create a more inclusive and supportive environment.

Organize workshops e grupos de trabalho onde cada membro possa contribuir com suas ideias e sugestões. Destaque a importância de suas contribuições e como elas podem impactar positivamente o futuro da empresa. Ao criar comitês específicos para abordar diferentes aspectos da reestruturação, você promove um senso de propriedade e responsabilidade coletiva. Essa participação ativa não só melhora o moral, mas também pode revelar estratégias inovadoras, tornando a equipe mais coesa e comprometida com o sucesso da transição.

Providing support to your team during times of change is crucial. Offer training and resources to help them adapt to new roles or systems. Be available to answer questions and address concerns promptly. By investing in their development and showing commitment to their success, you demonstrate that the restructuring is not only about organizational needs but also about their growth and well-being. This approach builds trust and resilience, fostering a smoother transition and enhancing overall team morale.

Crie um canal de comunicação aberto, como sessões de perguntas e respostas ou um fórum online, onde eles possam expressar dúvidas e receber orientações rápidas. Ofereça workshops e treinamentos específicos para desenvolver habilidades relevantes. Mostrar que você está comprometido com o desenvolvimento e bem-estar da equipe reforça a ideia de que a reestruturação visa tanto o crescimento da organização quanto o pessoal.

Recognizing and rewarding the efforts of your team members is crucial during a restructuring process. Celebrate milestones and acknowledge individual contributions regularly. Positive reinforcement boosts morale and motivates your team to embrace changes, emphasizing their importance in shaping the organization's future. This approach fosters a supportive environment where team members feel valued and encouraged, enhancing overall engagement and commitment to success.

Utilize diferentes formas de reconhecimento, como elogios públicos, prêmios ou pequenas recompensas personalizadas, para mostrar apreciação. O reconhecimento contínuo e genuíno não só eleva o moral, mas também motiva a equipe a se engajar mais profundamente com as mudanças, reforçando a ideia de que cada membro é vital para o sucesso da organização.

Finally, it's crucial to build for the future by setting a clear vision of success post-restructuring. Help your team envision the long-term benefits and opportunities the changes will bring. By emphasizing the future, you shift their focus from what may be lost to what can be gained. This forward-thinking approach inspires teamwork towards a shared goal, fostering a smoother and more successful transition.

Here’s my (possibly unpopular) take: A leader doesn't always need to take the team along! Sometimes, he must put his foot down and back his decision, especially if he has more experience. Why? Because he's a leader for a reason. He has the experience, knowledge, and skills that the team may lack. He's doing what's best, even if the team doesn't see it yet. He can acknowledge their concerns, agree that they think his decision is wrong, but emphasize his experience and seek their support. If they still don't see merit after a certain date, he's willing to roll back. But the KO punch: Let the decision prove it's worth by making it right. #leadershipdevelopment

Hopefully, you are the trusted 'secure base' for your team, and you can become the reliable bridge between what the organization needs and why your team may be opposing the change. You may end up treating it as a conflict resolution or negotiation challenge, where you may need to mitigate interests from both sides and work hard on how to arrive at the mutually satisfactory solution.

Make sure that your team members are communicating with you and not discussing amongst themselves. This will prevent wild theories from taking form. Discourage any discussion without your presence or knowledge to prevent distortion of facts or misrepresentation. This can lead to amplification of fears or even unfounded concerns and conclusions. To be able to become the person your team will come to in such cases takes a lot of effort, grit and becoming credible with the team. Put in the effort, it is well worth it to be that leader your team looks up to!!