Reading time: 4 min.
1. Identify the need for change
1.1 Regular change is necessary to build an effective, independent and healthy team. It is important to find the right moments and opportunities at which key changes should occur.
1.2 Do your own research on why the next key change is needed now. Collect feedback on the current state and desired future state of the team from its members, clients, and partners.
1.3 Analyze all the information received, find points of intersection between your understanding and the understanding of others.
2. Communicate the vision and goals
2.1 Based on the research done (described in the previous paragraph of the article), start communicating.
2.2 Please remember that all communication about changes should be based on honesty, openness, and concern for the team. The tone of such communication should be motivating and inspiring.
2.3 Clearly, simply, and understandably explain why the team needs these changes right now and ask for feedback on your words.
3. Assess the readiness and resistance
3.1 To implement changes, it is important to choose the right moment - when the team is ready, waiting and wants change; these are the conditions that help change take root.
3.2 Team members should clearly understand how the changes will help each of them achieve their personal and professional goals. Once this understanding comes, they will become ambassadors for change and help you mitigate resistance.
4. Build the commitment and capability
4.1 Remember that real action is critical when it comes to change. Help your team take the first steps towards change.
4.2 Take care of the condition of each participant in the change. Help solve the first difficulties of implementation, provide support in those aspects that can help you implement new habits as quickly as possible.
4.3 Be sincere - express your desire to help, and the team will respond in kind.
5. Manage the risks and challenges
5.1 Before launching changes, carefully assess the likely risks and prepare action algorithms to mitigate and eliminate them.
5.2 A good approach is to prevent risks from occurring, but if any of the risks appear during implementation, then measures should be taken immediately: fires are more effectively extinguished at the stage of the first spark.
5.3 Any changes always mean new habits and diligent efforts to implement them; create a culture where everyone cares about everyone else, let respect, caring, gratitude and kindness be your turbocharger for change.
Key points
1. Building a team's ability and willingness to constantly change is the fruit of a manager's hard work, faith, love and patience.
2. Those who have tried to instill good habits in themselves understand how difficult it is to instill habits in a team. A team is a complex living organism, a balanced system that functions according to certain rules. Every change has the potential to change the balance of the system, so every change should be carefully designed and thought through.
Good luck!
1.1 Regular change is necessary to build an effective, independent and healthy team. It is important to find the right moments and opportunities at which key changes should occur.
1.2 Do your own research on why the next key change is needed now. Collect feedback on the current state and desired future state of the team from its members, clients, and partners.
1.3 Analyze all the information received, find points of intersection between your understanding and the understanding of others.
2. Communicate the vision and goals
2.1 Based on the research done (described in the previous paragraph of the article), start communicating.
2.2 Please remember that all communication about changes should be based on honesty, openness, and concern for the team. The tone of such communication should be motivating and inspiring.
2.3 Clearly, simply, and understandably explain why the team needs these changes right now and ask for feedback on your words.
3. Assess the readiness and resistance
3.1 To implement changes, it is important to choose the right moment - when the team is ready, waiting and wants change; these are the conditions that help change take root.
3.2 Team members should clearly understand how the changes will help each of them achieve their personal and professional goals. Once this understanding comes, they will become ambassadors for change and help you mitigate resistance.
4. Build the commitment and capability
4.1 Remember that real action is critical when it comes to change. Help your team take the first steps towards change.
4.2 Take care of the condition of each participant in the change. Help solve the first difficulties of implementation, provide support in those aspects that can help you implement new habits as quickly as possible.
4.3 Be sincere - express your desire to help, and the team will respond in kind.
5. Manage the risks and challenges
5.1 Before launching changes, carefully assess the likely risks and prepare action algorithms to mitigate and eliminate them.
5.2 A good approach is to prevent risks from occurring, but if any of the risks appear during implementation, then measures should be taken immediately: fires are more effectively extinguished at the stage of the first spark.
5.3 Any changes always mean new habits and diligent efforts to implement them; create a culture where everyone cares about everyone else, let respect, caring, gratitude and kindness be your turbocharger for change.
Key points
1. Building a team's ability and willingness to constantly change is the fruit of a manager's hard work, faith, love and patience.
2. Those who have tried to instill good habits in themselves understand how difficult it is to instill habits in a team. A team is a complex living organism, a balanced system that functions according to certain rules. Every change has the potential to change the balance of the system, so every change should be carefully designed and thought through.
Good luck!
