Change Management

    Navigating the people aspect of change journeys

    Taking a people centric approach

     

    A people centric approach to change management is one that places value on both people and results.
    It balances between:
    Challenging Directly - Demanding excellence and high performance
    Caring Deeply - Concern for the welfare of people, personal and family situations, mental and emotional health

    FOR LEADERS LEADING AND MANAGING CHANGE
    FOR LEADERS LEADING AND MANAGING CHANGE
    FOR STAFF FOR EMBRACING CHANGE
    FOR STAFF FOR EMBRACING CHANGE
    For Leaders leading and managing change

     

    Leaders with relational skills are key to a people-centric approach to change management

     

    Relational skills are critical for leading the change in order to provide support on the ground for the changes as well as being able to achieve the engagement necessary for organizational wide buy-in.

     


     

    Leaders who are able adopt a people-centric approach are able to strike a delicate balance between performance and care.

     

    Relationally competent leaders know how to:

     

    Recognize Realities

    They are able to face the facts of the situation and are willing to discover their staffs’ reality which may be different. This allows leaders to understand clearly so that they can manage their own blind spots.

    Build Trust

    Because leaders who have relational skills are attuned to the needs of their staff, they are more likely to be perceived as being capable of solving problems and meeting their needs. This builds a sense of trust and a willingness to participate in the change process.

    Facilitate open and honest conversations

    This is crucial to being in tune with what is really going on and helps leaders revisit their assumptions and refine their plans for change early in the change process.

    Reach Agreement

    They are able to facilitate collaboration and reach an agreement on how to approach change. This level of involvement allows for a high level of engagement in change efforts.

    Inspiring people to support change

    Leaders with strong relational skills have the influence to inspire people to overcome their fears to pursue something greater for themselves and the organization.

    Take responsibility

    Relationally strong leaders are able to have a strong sense of ownership for the team. They model the way and are focus on developing others and fixing processes instead of blaming others.

     

    FOR STAFF FOR EMBRACING CHANGE

     

    Building Resilience for Staff to Embrace Change

     

    When individuals are resilient, organisational resistance to change is reduced. A resilient organisation can focus on creating the value that will allow the organisation to make the transformational changes needed.

     

    Inspiring people to support change

     

    • Able to deal with ambiguity and challenges, possessing a mental toughness to not back down from difficulties
    • Able to respond to changes by continuing to innovate and problem solve, try, fail, try again
    • Can remain calm and open to learning new technology and new ways of doing things
    • Able to collaborate and be productive in crunch time, instead of being paralysed into inaction

     

    Developing resilience by shifting mindsets

     

    Because leaders who have relational skills are attuned to the needs of their staff, they are more likely to be perceived as being capable of solving problems and meeting their needs. This builds a sense of trust and a willingness to participate in the change process.

     

    Benefits of mindset change

    Open

    Openness to new perspectives, confidence to explore more efficient approaches

    Habit Interest

    Staff develop the habit and interest in learning new skills

    Rewarding

    Learning becomes increasingly effective, productive, and rewarding

     

    How to cultivate mindset change

     

    • Address the issue in a sensitive manner, ensuring that the people involved feel safe and supported. Anxieties and concerns should be heard and addressed thoughtfully
    • Highlight and share success stories of colleagues overcoming challenges further encourages those who are developing an open mindset and learning to challenge existing paradigms and limitations.

    Our Philosophy & Approach

    Learn how we can help your leaders and staff lead and embrace change effectively