Here's how you can navigate a smooth transition during culture change as a team manager.
Culture change within a team can be a daunting task, but as a team manager, you have the unique opportunity to steer the transition in a positive direction. This process requires a strategic approach, empathy, and effective communication. Understanding the nuances of your team's dynamics and the organization's goals will help you lead through the change with confidence. Keep in mind that every member of your team will experience this change differently, and it's your job to guide them through it smoothly.
Embracing change is the first step in managing a culture shift. As a team manager, you should demonstrate a positive attitude towards the change, setting the tone for your team. Acknowledge the challenges and uncertainties that come with change, but also highlight the opportunities and improvements it can bring. Your enthusiasm and openness to adapt will inspire your team to follow suit, making the transition smoother.
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En ocasiones nos encontramos tan cómodos con nuestra condición actual, que cualquier cambio, lo vemos como innecesario e incluso sin mayores ventajas o beneficios que ofrecer. Nos aferramos a lo que tenemos, ocupamos nuestra energía cuidando el escenario actual, defendiendo cualquier intento de eliminar lo que tanto nos acomoda e incluso ha costado crear. La resistencia al cambio, es en sí una respuesta válida y útil para sentirnos a salvo en nuestro presente y futuro. Sin embargo, si solamente nos dedicamos a defender lo conocido, estaremos dejando de lado la oportunidad de conocer lo nuevo y sus beneficios, así también el poder adaptarnos, poniéndonos en peligro. ¿Y si al menos aceptamos el explorar, para luego aceptar el colaborar?.
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In my experience, leading change with emotional intelligence improves adaptability, and can make the difference between bracing for change and embracing the change. Listening to and understanding your team members highlights any reasons for resistance and barriers. This provides an opportunity to plan and navigate your team through it. Be self aware, reflecting on my own attitude and behaviours can contribute to the change and the experience of change for my team.
Clear communication is vital during a culture change. Ensure that you regularly update your team on the process, the reasons behind the change, and how it will affect them. Listen to their concerns and feedback, and address them constructively. Transparency builds trust, and when your team trusts you, they are more likely to be cooperative and less resistant to the changes taking place.
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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.
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¿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!
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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.
Setting clear expectations is critical for a smooth transition. As a manager, you need to define new behaviors, processes, and performance standards that align with the new culture. Provide your team with a clear roadmap of what is expected from them and how they can achieve these new objectives. This clarity will help reduce anxiety and confusion, allowing your team to focus on adapting to the new culture.
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"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.
During a culture change, your team will need ample support. Offer training sessions, workshops, or one-on-one coaching to help them acquire the necessary skills and knowledge for the new environment. Be available to answer questions and provide guidance. When your team feels supported, they are more likely to be engaged in the change process and contribute positively.
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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.
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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.
Recognizing and celebrating milestones can be a powerful motivator during culture change. Celebrate small wins and acknowledge individual and team efforts that contribute to the new cultural goals. This not only boosts morale but also reinforces the desired behaviors and helps solidify the new culture within your team.
Lastly, be prepared to adjust your strategy as needed. Culture change is not a one-size-fits-all process, and you may need to tweak your approach based on feedback and the evolving dynamics of your team. Stay flexible and open-minded, and remember that successful culture change is a journey that requires patience and perseverance.