Votre équipe est confrontée à un changement organisationnel. Comment pouvez-vous vous assurer que chaque membre se sent valorisé et écouté ?

I always talk about "3 V's": Visibility, Voice, and Value. People want to be seen. They want to be heard. And they want to contribute. So, when you engage in open dialogue --whether one-on-one, in groups, or in any combination -- it will go a long way towards achieing all three of these V's for exah member of the team. Dale Carnegie wrote that, "People support a world they help create." So, when you include people in the process, it creates a climate and culture of ownership, accountability, and psychological safety that encourages and empowers each team member to speak up and speak out.

Create an atmosphere of trust by being approachable and receptive, ensuring that feedback is genuinely considered and acted upon. This openness not only helps in addressing issues promptly but also makes everyone feel integral to the decision-making process, thereby fostering a sense of inclusion and respect.

1. Involve key stakeholders right from the early stage of change as their input and agreement is crucial for smooth transition. By involving them in the decision-making process, we can reduce resistance and develop sense of ownership. 2. Transparent communication is the key, stakeholders must be informed about why, how and what is happening in the organization. Mass medium of communication should be used and message should be clearly articulated about the short, medium and long-term roadmaps.

Be honest and open from the start. Explain the challenge, explain how you’re feeling about it… express your concerns… Be authentic. Then ask others. Once the emotional responses are in the table, look to build ideas together… don’t present your team with a plan and expect them to ‘fall in’. The key with change is to ensure that all stakeholders feel like active participants in it, not victims of it. Throughout the process, check for ideas and opinions. The reality is, that no matter how hard you try, you will never reach 100% consensus, so work towards a critical mass and build momentum.

For making sure that every member is valued and heard, you have to encourage them to speak openly. Create an environment of transparency and honest interaction. The team members should be convinced that you are not only listening to them sincerely, but you also value their views. This will build trust and mutual respect.

When leading a team through change, remember empowerment is your secret weapon for fostering buy-in. Assign roles and tasks that allow individuals to take ownership of specific aspects of the transition. This ownership cultivates a sense of control and demonstrates your trust in their abilities. Go a step further: encourage them to lead discussions or projects that align with their strengths and interests. This active involvement ignites engagement and commitment. When team members see their contributions directly influencing the outcome, they become invested partners in the change process, not passive bystanders.

Os ambientes de trabalho precisam ser inclusivos e acolhedores, onde os colaboradores se sintam bem e possam mostrar o melhor de si. Desenvolva o pertencimento e envolvimento. Escute todas as perpectivas, estimule debates saudáveis, distribua pautas das reuniões com antecedência para que a equipe tenha tempo para se preparar. Crie um ambiente de trabalho inclusivo onde todas as pessoas são ouvidas, suas opiniões são valorizadas e respeitadas.

As an introvert, our quieter voices are often missed and received wisdom is that we should speak up more, push ourselves forward, make ourselves heard. At one level I agree that we all have a responsibility here, and, when we are so often drowned out, why should we pretend to be someone we're not. As a leader, I consider it my responsibility to make space for the quieter team members, and not just by putting them on the spot. This aspect of diversity is too often ignored.

Oh wow it hadn't occurred to me before that the reason I don't like the big song and dance appreciation is because I'm an introvert. But of course that makes perfect sense now I think about it.

During times of change, acknowledging and rewarding efforts is the fuel that keeps your team moving forward. Recognize both individual accomplishments and those achieved collaboratively. Celebrate milestones, big or small. This recognition can be as simple as verbal praise in meetings or more formal rewards. It's a powerful way to show you appreciate their dedication amidst uncertainty. By reinforcing the value of their work, you keep them motivated and engaged. Think of it as a thank you for their hard work, a reminder that their efforts are seen and valued, and a nudge to keep pushing forward through the change.

During a tough transition period at a tech startup, we set up a “Kudos Board.” Team members posted notes of appreciation for their colleagues. It became a colorful display of positivity and kept everyone’s spirits high.

Supporting your team through change is crucial. Offer training and workshops for skill development. Be available for one-on-one support to address concerns. Provide both practical and emotional support to boost confidence.

Supporting your team through change is paramount. Offer resources like training sessions or workshops to equip them with the skills needed for new roles or technologies. Make yourself readily available for one-on-one support, addressing individual concerns and providing personalized guidance. This support should be two-fold: practical, by equipping them with the tools they need to succeed, and emotional, by fostering a sense of security and confidence as they navigate the challenges ahead. By demonstrating your commitment to their development, you'll empower them to embrace, not resist, the change.

At a bank going through digital transformation, we introduced “Transformation Coaches.” These were experienced employees trained to mentor their peers through the changes. It was like having a personal guide through the jungle of new systems and processes.

No dia a dia, mas sobretudo em situações de mudanças organizacionais a empatia e o suporte sincero fazem a diferença. Escute genuinamente os membros de sua equipe e forneça o suporte possível: feedbacks, coaching, treinamento, etc.

As you lead your team through change, fostering adaptability is key. Help them shift their perspective, viewing change as an exciting opportunity for growth, not a looming threat. Facilitate workshops or team-building activities that cultivate flexible thinking and resilience. By promoting adaptability, you're not just equipping them for the present challenges, but for anything the future throws their way. This increased versatility strengthens their value as individuals and as a team, ensuring they remain agile and successful in the ever-evolving landscape.

Maintaining balance during change is crucial to prevent burnout and preserve morale. Encourage your team to prioritize their well-being by taking breaks and managing their workload. Set realistic expectations, balancing the urgency of change with personal care. Showing that you value your team's health as much as their professional contributions fosters a supportive work environment where everyone can thrive, keeping your organization strong throughout transitions.

Mudanças organizacionais por si só, são bastante impactantes. Em meio ao turbilhão de pensamentos e atividades é preciso o equilibrio, sobretudo psicológico. Técnicas de gestão do tempo são importantes para não se perder nas atividades e acabar se sobrecarregando. Durante as folgas, pratique esporte, caminhe, leia um livro, assista a filmes, viva sua família. Desligue-se do trabalho. Cuide de você!