Last updated on Jun 26, 2024

How do you support team members who are struggling to adapt to the shifting organizational values?

When an organization evolves, its values often shift, posing a challenge for some team members. Adapting to new cultural norms requires understanding and patience. To support your colleagues, start by empathizing with their discomfort. Recognize that change can be unsettling and that each individual will have a unique response. Offer a listening ear and encourage open dialogue about their concerns. By acknowledging their feelings and providing a safe space for expression, you help them feel valued and heard, which is the first step in supporting their transition.

1 Open Dialogue

Fostering open communication is critical when dealing with change. Encourage team members to voice their thoughts and feelings about the new values and what they mean for their roles. This can be done through regular meetings, suggestion boxes, or informal chats. By actively listening and addressing concerns, you not only help individuals process the change but also gain insights that could improve the transition for everyone. Remember, it's important for team members to know their opinions are considered in the evolving culture.

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Cristina Moroyoqui

Director de Recursos Humanos | Capital Humano | RRHH | CHRO | Change Management & HR | HRBP, Cultura, Clima, Comunicación | Transformación | Bienestar | Diversidad
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Effective communication is very relevant in a process of organizational change, especially because communication allows us to create bridges between people who are impacted by the change and thus be able to generate instances that minimize their resistance, fears and uncertainties around it.

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2 Provide Resources

Equip your team with tools and resources to navigate the shift in organizational values. This might include training sessions, workshops, or reading materials that offer insights into the new cultural expectations. Providing resources demonstrates commitment to their development and eases the learning curve. Moreover, it can empower team members to take ownership of their adaptation process, fostering a more resilient and adaptable workforce.

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Cristina Moroyoqui

Director de Recursos Humanos | Capital Humano | RRHH | CHRO | Change Management & HR | HRBP, Cultura, Clima, Comunicación | Transformación | Bienestar | Diversidad
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The resources provided to employees are very relevant since they allow the development of their technical capabilities and soft skills, so it is very important to generate specific programs to detect and provide the appropriate tools for the position and needs of people, adequately measuring the return on investment of each one and having KPIs that guarantee the use of them.

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3 Lead by Example

Leadership plays a pivotal role in cultural adaptation. By embodying the new values in your daily actions, you set a powerful example for your team. Show how these values benefit the organization and its members, and highlight positive outcomes from embracing the change. Your behavior can inspire others to follow suit, reducing resistance and fostering a more cohesive transition.

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Cristina Moroyoqui

Director de Recursos Humanos | Capital Humano | RRHH | CHRO | Change Management & HR | HRBP, Cultura, Clima, Comunicación | Transformación | Bienestar | Diversidad
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The example is the most effective measure to initiate a cultural change and sustain it over time, the example is a very noble resource that allows modeling behaviors in employees and generating a culture of collaboration. however, it also implies a great challenge since by example you preach but with words you can also determine many situations that generate a role model. therefore, the example of the leader and the work teams must be modeled according to the expected culture, and to be consistent in its follow-up, application, and to know the responsibility that comes with leading teams and generating open spaces for cultural understanding.

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4 Encourage Collaboration

Promote teamwork as a means to adapt to new values. When team members collaborate, they learn from each other and develop a shared understanding of what the new culture looks like in practice. Encourage joint projects or cross-departmental initiatives that require cooperation and alignment with the new values. This not only helps with adaptation but also strengthens relationships and builds a supportive community within the organization.

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5 Personalize Support

Recognize that a one-size-fits-all approach won't work for everyone. Some team members may need more personalized support to embrace the new values. This could involve one-on-one coaching, mentoring, or tailored development plans. By personalizing support, you show a commitment to each individual's success and foster an inclusive environment where everyone feels equipped to navigate the change.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Culture Change

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How do you support team members who are struggling to adapt to the shifting organizational values?

1

2

3

4

5

6

1 Open Dialogue

2 Provide Resources

3 Lead by Example

4 Encourage Collaboration

5 Personalize Support

6 Here’s what else to consider

Culture Change

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How do you support team members who are struggling to adapt to the shifting organizational values?

1

2

3

4

5

6

1 Open Dialogue

2 Provide Resources

3 Lead by Example

4 Encourage Collaboration

5 Personalize Support

6 Here’s what else to consider

Culture Change

Rate this article

Thanks for your feedback

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