Change is hard, no matter how big or small it is. How we react to change as leaders can make or break how our employees feel. As managers, what we say or how we deliver the message of the change, is critical and important (Duck, 1993). When I first started in my line of work, I was not receptive to change. I was so stuck in the way that I was originally taught, I did not want to make the change. As I got older, I realized that change should be embraced. I realized there is a method to the madness, and that there is a reason for the change. We may not understand it at first, but it is being implemented to make processes and procedures smoother or to take the organization in another direction. When it comes to tools that I use, I try to read up on the change as much as possible. One of the things that I have learned is to ask questions about the change. If I am not understanding something, or if I just want to understand how I will be directly impacted. Asking questions is beneficial in making sure I am implementing the change as smoothly as possible. I also make sure to ask what my direct task will be. Will I need to train my employees on something or is the training department taking care of it? How can I help my employees be successful and not resist the change? Understanding the process is important so that I can be an effective leader and ensure the change is successful on my end. I also remain positive, even if I am not sure about the change myself. One thing I do with my staff when a change occurs is always present it in a positive light. I also model the behavior I expect. I explain to them how positive the change will be and how it will make things better for them.
Amanda
Reference:
Duck, J. D. (1993). Managing change: the art of balancing. https://hbr.org/1993/11/managing-change-the-art-of-balancing
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