If you are a workplace leader or manager, change is part of the job. How you manage change with your staff matters to the leadership success equation.
What do staff expect from their leaders? Research claims primarily – order, direction and protection. Staff wants leaders to maintain fair and consistent norms. Yet effective leadership often means changing norms and even mandating change to meet objectives. This can be a paradox and clearly a challenge for leaders.
I regularly coach leaders with their day to day “people” challenges – helping them manage change is a part of my daily coaching conversations.
Tips from the Coach:
- Too much change is bad. People do not have an infinite capacity to absorb change. Choose your change chits wisely, strategically and frugally. We mere humans have a finite amount of energy chits each day. What do you want staff to spend their precious time and energy on? If you are going to create a policy or process change—make sure its relevant and worthy of the challenges creating it may cause.
- Don’t hold onto the past or deny inevitable change. If the company change train has left the station without you on it—you keeping staff stuck. Staff watches the boss to see how the boss responds or “reacts” to change.
- Deal with problems! Complaints regarding the boss avoiding problems and not dealing with them effectively–is the #1 complaint I hear from staff. Staff count on the boss to resolve conflict and take care of obstacles to success.
- Don’t put your direct report in the uncomfortable position of having to fend for themselves when it comes to answering unreasonable demands from your peers or theirs. It’s a boss’s role to deal with problematic obstacles and challenges that impede staff success.
- Don’t add to the drama factor. Regulate your emotional reactivity to bad news. If the boss gets upset, so does staff. No one can spread the negative emotional “flu” virus like a boss!
Help is available for the people challenges of leadership—invest in yourself this year with leadership development. Contact me: 360 682 5807 or email@example.com