[[:encoded, "Today we are going to talk about 6 Management Strategies for Organizational Change Success.\n\nHuman beings tend to resist anything they view as stressful, and let’s face it, organizational changes are about as stressful as it can get!\n\nFor most of us, familiarity with our surroundings, our relationships and our working environment allows us to reside safely inside our comfort zone. And comfort equals security.\n\nBut when our comfort zone is detonated by changes in management or organizational systems, we implode, seeking the shelter of our innate desire to resist, at all costs.\n\nChanges that occur outside of our control force us to adapt to new rules, new systems and new policies which can, at the outset, make us feel uncomfortable and insecure.\n\nWe discuss the 6 Management Strategies to Avert Resistance.\n\nOrganizational changes within a business often prove to be a suitable testing ground for leadership qualities; from the employees all the way through to top level management. \n\nThose who possess the qualities that define a good leader often emerge during the stressful environment that usually accompanies change. This creates an ideal opportunity for potential leaders to display those qualities and be recognized accordingly. \n\nMy hope for our time together is that you got value and an idea or two that will help you be even more successful – personally and professionally. Take advantage of the complimentary special report on Keys to Working Less, Making More Money, and Having a More Balanced Life by going to www.AccountabilityCoach.com. Join the Silver Inner Circle (IT’S FREE) and receive 10% off on ALL products and services, in addition to having access to many assessments and complimentary resources so you can begin achieving your goals in the timeframe you want, so you can have the life you desire. Get started today by going to www.AccountabilityCoach.com and Join the FREE Silver Inner Circle Membership. \nhttp://www.accountabilitycoach.com/coaching-store/inner-circle-store/\n\nAim for what you want each and every day! \nAnne Bachrach\nThe Accountability Coach™\nAuthor of Excuses Don’t Count; Results Rule, and Live Life with No Regrets. Get your copies today."]]
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Aim for what you want each and every day!
Anne Bachrach
The Accountability Coach™
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(upbeat music) - Hello, and welcome to the Accountability Coach podcast. We will discuss topics, ideas, questions, and issues related to having a totally balanced and successful life. This is Anne Bakrak. Today we're going to talk about six management strategies for organizational change success. Human beings tend to resist anything they view as stressful. Let's face it, organizational changes are about as stressful as things can get. For most of us familiarity with our surroundings, our relationships, and our working environment allows us to reside safely inside our comfort zone. And comfort equals security for most of us. But when our comfort zone is detonated by changes in management or organizational systems, we implode seeking the shelter of our innate desire to resist at all costs. Changes that occur outside of our control force us to adapt to new rules, new systems, and new policies which can add the outset, make us feel uncomfortable and perhaps insecure. A responsible and responsive management team can intercede before staff resists spreads like the plague and threatens the smooth transition of organizational changes. Effective team leaders acknowledge and understand that it's basic human instinct to react to change with resistance, even though staff may fully comprehend the reasons why changes in the organization are vital to its existence and growth. A lot of us as business owners even sometimes tend to resist change. There's six management strategies to help avert resistance that we're going to talk about. Number one, a clear outline. Discomfort and insecurity arises when staff are not made aware of the policies, principles, guidelines, and structure of intended changes. Every staff member or employee needs to know how his or her position will be affected and what his or her role requires. Number two, commitment. Implementation of organizational changes will not occur smoothly if everyone from the business owner or CEO to the office clerk, receptionist, janitor even, is not committed to the project and its successful outcome. Number three, advocacy. Each member of an organization may be affected by the impending changes must be given the opportunity to express his or her opinions or thoughts. Number four, responsibility. It's the role of the team leader to ensure that each staff member or employee who is responsible for a component of the change strategy is held accountable for his or her actions in implementing the changes that are required. Number five, acknowledgement. Evaluation and acknowledgement of the success of the change strategy at regular intervals ensures a smooth implementation. Number six, flexibility. Management or business owners need to adapt a flexible approach to each stage of development of the change strategy so that unforeseen contingencies can be implemented if and where necessary. It only takes one employee to destabilize an entire workforce. So periods of internal change within an organization require management to stay vigilant for any signs of rumblings or disapproval. Long-standing staff members or employees may feel perhaps betrayed or rejected when changes are announced by the business owner or management. They often experience a sense of loss or confusion, frustration, or job insecurity. The plan for job advancement, they have often calculated, appears to be shot to pieces. So they react with denial and resistance to the imminent changes. Management's ability or the business owner's ability to recognize these patterns of behavior and work to overcome any resistance establishes how well they will accomplish their organizational changes. Their willingness to invest in the support and training necessary is an integral factor in achieving a positive outcome. Employees or staff members aren't the only ones who have to adapt to change within the organization. All levels of management generally bear the brunt of discontented staff from the ground up. The business owner or senior managers who have been instrumental in bringing about the changes within the firm often underestimate the impact those changes will have or may have on their team or their staff and employees. Unrealistic expectations of how staff will react or overreact often causes top level managers or the business owner to retreat and isolate themselves from the problem when the impact of their proposed changes filter back to them. They tend to lay the blame at the feet of the, maybe the middle managers if employees resist or complain about the changes. Middle management tend to carry the most stress during times of organizational change. They feel trapped unless they have exceptional leadership skills. Those in middle management often find themselves acting as the arbitrator during times of organizational upheaval. However, organizational changes within a business often prove to be a suitable testing ground for leadership qualities from the employees all the way through up to the business owner. Those who possess the qualities that define a good leader often emerge during stressful environments and usually a company change. This creates an ideal opportunity for potential leaders to display those qualities and be recognized accordingly. And the leaders could be any employees also. Well, my hope for our time together is that you've got some value and an idea or two that will help you be even more successful. To help keep you focused on the activities that produce the results you want, subscribe to the Accountability Coach blog at www.accountabilitycoachblog.com. Invest in the 30-day goal achievement self-study program so you can begin achieving your goals in the timeframe you want so you can have the life you've always desired. Get started by going to www.accountabilitycoach.com and review all of the resources and tools that you have access to. Aim for what you want, each and every day. Until next time, make it a great day. Today and every day. Thanks for listening. Let me remind you that this recording is protected by copyright law and unauthorized distribution and copying is prohibited. (upbeat music) (upbeat music)
[[:encoded, "Today we are going to talk about 6 Management Strategies for Organizational Change Success.\n\nHuman beings tend to resist anything they view as stressful, and let’s face it, organizational changes are about as stressful as it can get!\n\nFor most of us, familiarity with our surroundings, our relationships and our working environment allows us to reside safely inside our comfort zone. And comfort equals security.\n\nBut when our comfort zone is detonated by changes in management ...
