Ihre Kollegen haben mit Veränderungen zu kämpfen. Wie können Sie sie durch die Komplexität führen?

Whether we want it or not, change is constant in life. While change can be painful and stressful, it can be an opportunity to learn, grow, and contribute. It’s not the change that is stressful; how you look at the change makes you stressed. Look at it as an opportunity instead of a challenge; you will have a different relationship with change. It’s an opportunity for growth for you and the things you are committed to creating in life. When you change your perspective, the things that make you stressed can become a blessing, enabling you to contribute to this planet in a significant way.

As rightly said, CHANGE is the only CONSTANT in life. As leaders, the best way to let your organization accept any change is to deliberately ensure you enable, empower and energize the organization to take decisions and lead their areas. This way, you are creating LEADERS and not slaves. Organization, thus becomes your partner in driving a change effectively vs you convincing them each time you need to drive a change.

Change is not a once off event. It is only the magnitude of it that varies. If you are not changing you are NOT growing. Creating a deliberate space in your culture for candor which implies safety for honest expression is the bedrock for managing the consistent change teams are faced with.

When colleagues struggle with change, identifying the root issues is crucial for effective guidance. During a major system overhaul in one of my projects, I noticed resistance due to uncertainty and lack of clarity. By conducting one-on-one discussions, I was able to pinpoint specific concerns—whether it was about unfamiliar technology or fear of increased workload. Implementing the Kotter’s 8-Step Change Model, I addressed these concerns by providing targeted training sessions and clear communication on the benefits of the change. This approach not only eased their transition but also fostered a more adaptive mindset. For further reading, "Leading Change" by John P. Kotter is a fundamental resource.

I believe listening first is the powerful strategy. I would start by holding space for them to share their concerns, anxieties, and questions. Let them know you're genuinely interested in their experiences and perspectives. By being an active listener, you not only show empathy but also build trust, which is crucial when navigating uncertainty. Once you a full understanding of what they're feeling, From there, you can collaboratively explore solutions, address any misconceptions, and guide them through the transition with their input in mind. Listening first ensures your colleagues feel heard and valued, making the path forward much smoother and more inclusive.

Para guiar sua equipe em situações de alta complexidade ou mudanças significativas, comece ouvindo atentamente suas preocupações e perspectivas. Depois, ajude-os a identificar os desafios específicos e divida o problema em partes menores. Mapeie onde as dificuldades se concentram e priorize as ações necessárias. Envolva-se ativamente na solução, oferecendo suporte contínuo com orientações práticas e feedback frequente ao longo de todo o processo. Mostre que a mudança é uma jornada conjunta.

Em seguida a, identificar as questões específicas que estão causando resistência à mudança, analise as preocupações levantadas e categorize-as para entender os principais desafios que a equipe enfrenta. Isso permitirá que você aborde cada problema de forma prática, oferecendo soluções e recursos que possam facilitar a transição.

As Chairman of the Career Development Centre, I recognize that after listening to colleagues, the next crucial step is to help them pinpoint specific issues related to the change. Breaking down the change into manageable components and identifying where they encounter challenges allows for a more focused and effective response. Whether the change involves new technology, processes, or organizational shifts, understanding these details enables tailored guidance and targeted support. This approach not only addresses immediate concerns but also empowers colleagues to adapt more effectively, facilitating a smoother transition and fostering a culture of resilience.

First step is to cultivate an open mindset:- Be receptive to new ideas: Approach change with curiosity rather than resistance. Every change brings opportunities to learn and grow. Listen actively to different perspectives: Understand that each team member may view the change differently. These diverse viewpoints can provide valuable insights and solutions. Unlearn old habits: Recognize that some existing practices may no longer be effective. Be willing to let go of outdated methods to make room for new, more efficient approaches. Embrace continuous learning: View change as an opportunity to acquire new skills and knowledge. This adaptability is crucial in today's rapidly evolving work environment.

Setting realistic and achievable goals is crucial during times of change. Clear, measurable, and time-bound goals not only provide direction but also create a structured path for progress. From my perspective as a mentor, it's essential to ensure these goals align with each individual's strengths and aspirations. By doing so, we foster not just a sense of direction but also genuine motivation and confidence. Helping colleagues break down larger changes into manageable milestones can transform uncertainty into actionable steps, ultimately leading to more effective adaptation and personal growth.

Once issues are identified and attended next step is to set the deadline. Deadline is indirect way of giving pressure to employees for achieving target. Give them milestones and final output achievement expectations. Keep telling people that it is difficult to achieve but you know they can achieve. Show confidence in them.

As Chairman of the Career Development Centre, I believe setting realistic and achievable goals is essential for guiding colleagues through change. Clear, measurable, and time-bound goals provide direction and structure, helping individuals manage the complexities of transition more effectively. By breaking down the change into manageable milestones, you create a roadmap that boosts motivation and confidence. This approach not only clarifies expectations but also enables colleagues to track progress and celebrate small victories, ultimately facilitating a more positive and productive adaptation process.

Helping colleagues set realistic, achievable goals is something I emphasize in my mentoring, particularly with underrepresented students navigating the complexities of academia. As a first-gen, Latino PhD in immunology, I understand how overwhelming change can feel without clear direction. By working with students to create specific, measurable, and time-bound goals, I provide them with a roadmap for success. These milestones not only offer a sense of progress but also build confidence and motivation. It’s been rewarding to see how setting these goals empowers them to take charge of their journeys, one step at a time.

Besides what was said don’t forget to establish an accountability system or even better: offer to be their buddy in their progress, champion them through their progress. The best established goals can lose their strengths if there is no accountability system.

Key element about change implementation is the right information about the change, training, support, education, tools techniques and resources. If any of the above elements are missing you and team both will struggle. You should do digital validation, sample trial, batch implementation and final implementation, if all steps are followed and each trial observation is closed, then change implementation will be smooth and acceptable also.

As a designer, I’ve seen how overwhelming new tools and workflows can be during transitions. During a recent UX redesign, some teammates had a tough time adjusting to the more data-driven approach. To help, I shared some easy-to-use user research templates and ran a few sessions on how to read and use analytics. This made the whole process feel a lot more approachable and helped everyone get on the same page. It’s also really important to create an environment where the team feels accountable for their growth together. By encouraging open discussions and offering support when needed, we were able to grow as a team and tackle challenges collectively.

Providing colleagues with the right resources is fundamental for their success in navigating change. From a mentor’s perspective, it’s crucial to not only offer access to training materials and experts but also to tailor these resources to individual needs and learning styles. Ensuring that colleagues are equipped with practical tools and know-how to apply them can significantly enhance their ability to adapt and thrive. Empowering them with the right support fosters confidence and competence, turning challenges into opportunities for growth.

I always say to the team and to customers, that change is inevitable, but transforation is a conscious choice. Rather than let change happen around you and wait to feel the impact, embrace change as an opportunity to learn and grow. That change in mindset builds resilience and allows you to view change as a positive part of life, rather than something to fear.

A growth mindset also is about tolerating when things don't go to plan. If we don't have the basic building blocks in place for our teams that communicate their value, importance and contribution to the issues at hand, then commitment will be fragile. Recognising and modelling that we all need support at different times in our lives and that this is not a sign of weakness, is key.

Building resilience is essential when guiding colleagues through change, as it equips them to face challenges with a proactive mindset. Encouraging them to view obstacles as opportunities for growth fosters a culture where learning becomes a central theme, rather than a point of frustration. By reframing challenges in this way, you help colleagues develop a more adaptable approach, seeing each setback as a stepping stone rather than a roadblock. Highlighting past successes can serve as a powerful motivator. Reminding colleagues of times they’ve successfully navigated difficulties reinforces their belief in their capabilities and creates a sense of continuity amidst change.

I ask questions to help co-workers self-reflect and take charge of their next steps. People are more accountable and committed to their own ideas. Here are a few example questions: How can you positively influence the team during this time of change? What is in your sphere of control? How will this change help you accomplish your personal goals?

Building resilience is crucial in guiding colleagues through change. Encourage them to see challenges as growth opportunities by reflecting on past achievements and reinforcing their adaptability. As a mentor, I believe that nurturing a positive mindset involves not only celebrating successes but also empowering colleagues to view future obstacles as manageable. This perspective not only supports them through the current transition but also strengthens their ability to tackle future challenges with confidence and resilience.

During times of change, it is better to over-communicate. Even if you have no significant update to share, simply allow time and space for people to engage, be heard and voice their needs. Act with empathy and provide as much support as possible until the change is clearer and people feel more confident.

Empathy re difficulty in change. Plus achieving it. It takes consistency and persistency.. both more than you think. Help others be kind to themselves if they get frustrated with speed. Also to take weight off their shoulders and to do lists. A great boss of mine said never have more than 5 potatoes on your plate referring to what you have to do / priority & focus. It is true keep going back to big rocks. Reflect on micro wins or glimmers of change. If there was a failure or f@@k up, pick self up, dust down, reset/think (not too long) and run in again.

What worked for me while guiding colleagues through the complexity of change apart from the above were: leading by example- by showing adaptability and maintaining a positive attitude in self you are able to let them broaden perspective. Ensuring clear communication- to reduce uncertainty and discussing the reasons behind the change. Encouraging collaboration to foster teamwork, making the process less isolating. Create ownership by involving them in decision-making, giving them a sense of control. Acknowledging emotions- yours and theirs— by validating concerns, offering emotional support during the transition and lastly, celebrating wins be it small or big to boost confidence and maintain motivation.

Continuous support is essential for ensuring colleagues feel supported through change. Regular check-ins and ongoing assistance help build their confidence and resilience. From my perspective as a mentor, being a consistent source of guidance not only reassures them during transitions but also reinforces their ability to navigate complexities with assurance. Your active presence and support are crucial in fostering a stable environment where they can thrive amidst change.

I have always had an open door approach. If people take the time to approach you if they have questions or need reassurance then I feel it is a privilege to be able to have that supportive dialogue.