Over the last year, there has been plenty of uncomfortable change in workplaces. Many industries have had to transition their teams quickly from working in offices to working remotely, change their ways of operating, and had to lay off significant numbers of staff.
Managing change in the workplace can seem like a daunting task, especially in the wake of the massive global changes brought about with the COVID-19 pandemic. Successful management of changes in the workplace is a challenge, but there are coaching skills you can apply to help lead your business smoothly through change.
Most employees will support workplace changes, but how can you manage those who do not want to change and encourage them to drive change in the workplace at the same time? How can your management ensure that employees buy in and implement change while minimizing employee resistance? There is a full suite of Solution-Focused coaching tools that, when properly applied, help to create high trust environments, where constructive conflict can be used to support innovation, solutions, and performance. Click here to learn more about Solution-Focused for team conflict resolution.
In order to effectively steer the implementation and process of change as a manager, it is important to be aware of the reasons why people resist change and find ways to promote cooperation. Identify what is causing resistance in your organization and manage and overcome it.
Resistance to change is a normal emotional brain response, it tells us to keep things just as they already are where things are safe and known. Resistance to change may come from ourselves, our social group, or many other factors. In this video with Erickson lead facilitator, Richard Hyams, you'll learn a simple formula for effectively coaching people towards positive change.
When change management is done properly, it can engage your company's workforce, reduce the potential negative impact on productivity, ease employee concerns and fears about how they might be affected by change. Empower your team by involving them in the process of change and giving them the ability to share their thoughts and implement new ideas. Applying coaching skills in these situations is a key part of effective leadership during times change and transition, learn more about applying coaching skills as a leader here.
Even though many teams are uncomfortable with change, transparency at every step of the process can help build trust and connections with employees. During the transition to change, it can help maintain a clear understanding of what needs to be done. Communicating clearly about change and communicating change with transparency helps decrease resistance to change and cultivates an environment that better accepts change by building trust.
Managers who act with mindfulness and consideration for their employees are better equipped to implement successful changes and overcome resistance to change than those who do not.
Change management is not just a process to handle resistance when it occurs – it is about activating employees and involving them in change. It can be challenging to work with teams to overcome resistance and resolve conflicts, but with these Solution-Focused tools, you can be successful!
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