Keep everyone informed about the reasons for the change, the expected benefits, and how it will impact the team. Engage your team in the change process from the beginning. Offer training, resources, and support to help team members adapt to the new situation. Listen actively and address their worries as best as you can. Showing empathy and understanding can help alleviate anxieties. Emphasize the positive aspects of the change. Show how it aligns with the team’s goals, individual career growth, or the organization’s vision. Clear expectations help team members understand what to anticipate and how to prepare.

Wow that’s is something which I facilitated during my Micro Learning session for my Leadership team today! ~Change~ is only the constant thing in the world. So embrace it and don’t resist from it. Now the process of change itself is painful, it requires a lot of time and efforts, so remember one saying:- At beginning change looks impossible During middle it’s messy But at the end it’s gorgeous 1. Tell your Team about change 1st and gain their Trust, remember if they trust you they will listen you! 2. Tell them the WHY? Behind the change & give them proper reasoning - allow them to ask questions this will help them in clearing their doubts - communicate effectively. 3. Involve them by developing them, allowing them to learn & relearn.

It's important for you (the facilitator) to put yourself in the shoes of the people who will be impacted by whatever change your proposing. Be empathetic - you may be proposing changes that impact their jobs, their sense of self of work, and the way they approach their role. These are not easy things to grapple with, and the more you can empathize with their position, the more you can show up with authentic support as you work through the session. I will often acknowledge the challenges involved with change at the start of a session, and continue to give space for that anxiety throughout the workshop. Simply holding space and making sure someone feels seen and heard can go a long way.

Ich halte es für wichtig, dass Teammitglied zinächst anzuhören. Es muss sich wahrhaft gesehen und gehört fühlen. Dann gilt es, auf seine Bedenken einzugehen ... sich damit auseinanderzusetzen. Der Austausch muss respektvoll sein. In der Folge können ihm ev seine Bedenken genommen und er für die Änderungen eingenommen / er davon überzeugt werden.