I DON’T LIKE CHANGE!
CAST SHAKEUP TIME.
• Change is inevitable & can cause stress in the workforce
• Our job is to try & help staff to navigate change
• A change management plan helps navigate through that process
• For example: Why Asking why the need for the change.
What The vision for the change. Future state of what the organization wants to do.
Who Key/critical stakeholders who are impacted by change.
How. How the change will be executed-the communication and messaging to the organization.
• Determine expectations & document
• Make them clear to minimize confusion
• Let team know why expectations are important
• Get agreement and buy-in
• Make expectations specific and measurable/timebound
• Create a culture of accountability
• Improves communication, engagement & sense of direction
Begins Day One!
Play
• Delivery of the feedback is just as important as the feedback itself
• Feedback should be frequent, timely, specific, collaborative, actionable
• DESC Model
Describe, Express (Impact), Specify, Consequence
• Is this a progressive discipline issue or performance improvement plan territory? Documentation
• Train on receiving it is just as important as knowing how to give it
• Employee shouldn’t be surprised if had clear expectations and documented performance
• Be clear and direct
• Time to communicate a decision not to debate it
• Address transitions and confidentiality
• Dealing with upset employee reiterate your decision, give them time to process, meet in neutral location
• Be calm. Recognize that the heat of the moment may not be the best time to address things.
• Address promptly; don’t let conflict fester
• Focus on behavior/events not the person or personalities
• Use Active Listening
• Identify areas of agreement and build on those towards solutions for conflicts
Hiding from conflict at work like...
• Work on your own self awareness
• Speaks to the culture of an organization or team
• Encourage questions, open dialogue, different opinions
• Support trying new approaches and ideas
• Actions speak louder than words
• Don't throw them under the bus have their back!
• Praise and recognize accomplishments
• Pitch in; say thank you
• Be transparent and communicate to build trust
• Get Feedback and measure progress
