The Tribune

CHANGE happens. It happens everywhere and to everyone. It is inevitable that our workplaces will change. The leadership will change. The strategy will change. The vision, goals, objectives and core values will change.

The job of successful leaders is to manage and stabilise the transition through these ongoing changes.

Leadership is an imperative when managing change, and leaders who inspire a cultural shift in their staff have the greatest success in managing change and its outcomes.

• Here are seven strategies for overcoming resistance to change in the workplace:

1 Structure the team to maximise its potential

Give team members appropriate roles and responsibilities that use skills to their best advantage, while also providing the potential for personal and team development.

2 Set challenging, achievable and engaging targets

Be clear in guidance about goals and targets. Break change projects into smaller milestones, and celebrate achievements. Goals should be seen as progressive, and in line with values and beliefs.

3 Resolve conflicts quickly and effectively

Be diligent in regulating and controlling communication breakdowns. Encourage openness and honesty, and engender an environment of mutual trust and respect.

4 Show passion

Communicate passionately and be an example of belief in the future vision. When other people see leaders displaying behaviours required by change, they more quickly come into line with what is required become change advocates themselves.

5 Be persuasive

Engage employees in change by being an energised leader. Focus on opportunities, and persuade rather than assert authority. Share experiences as you make the case for change through stories that focus on positive change.

6 Empower innovation and creativity

Give opportunities for feedback, and remain flexible as you alter course towards your change goals. Encourage people to be creative, discover solutions to unfolding problems, and to become part of the change process.

The process is difficult for everyone involved, and your team will be more invested with solutions they have created themselves, rather than those dictated to them.

7 Remain positive and supportive

People find change unsettling, even though change is a constant in personal lives as well as professional environments.

They will need the support of a positive leader who inspires free thought, honest communication and creativity as personal and team development is encouraged.

Employees expect leaders to manage change. Inspirational leaders create a culture where change becomes the responsibility of all.

Make a move towards being that leader today.

• NB: Ian R. Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at tcconsultants@coralwave.com