Firstly, it is imperative that this vision be well explained and that before it is placed on the table as a fait accompli, as many stakeholders as possible have an idea of what, why, how, who, when and where, so that their input can be gained.
Only then is it time to define and refine.
Once that vision is in place from a leader’s perspective it becomes easier to communicate it, to engage with those in the know and to openly and transparently deal with any objections. And there may be many, some unfounded, but some not.
It is also not up to the leader to find all the answers. The more you involve your teams in this process of uncovering their own potential and strength, the better you are able to go from vision to those daily tasks that support it.
Why then do so many companies find managing change such a large hurdle to overcome? Well from our experience it is a simple lack of communication and communication structures. Instructions are passed down from the top with little or no thought for the emotions of the gold values in our company, being those who make it work. One could argue that this will be the approach of a very task-orientated leader.
On the other hand a people-orientated leader can also get caught in this trap, but from the perspective of being too people-orientated and not knowing when to push through with the task, encouraging others out of their self-perceived ceilings of success or comfort zones as such.
It’s issues like these and the potential solutions and approaches that we discuss in our workshops and more than 90% of the time we get the response “nobody communicates in our companyâ€.
So if it feels as if you are currently pulling a block up the hill, similar to those Egyptians that built the pyramids, maybe it is time to consider communication or change management training.
Staff Training is a soft skills training provider, contact us at (021) 839 3021 or drop us an email.