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Sumaiya Khatun
Jan 04, 2022
In Do It All From Your Phone
But leaders often forget what our survey points out; that people react with dysfunctional behavior in response executive email list to organizational change because their first preoccupation is not what is best for the organization as a whole, but how any change will first affect them. One survey responded called this the executive email list "what's in it for me factor." Many respondents of the survey characterized this initial reaction to change as fear; fear of the unknown, fear of a loss of power, fear of losing friends and colleagues; executive email list fear of losing a job; fear of not being able to perform a new role; fear of failure, etc. Keeping this in mind, respondents to executive email list the survey offered many suggestions of how leaders can lead and influence their teams more effectively during times of change. These ideas can be synthesized into a road map that should prove helpful for leaders to consider when organizing and implementing change. The suggestions executive email list include: Build an environment of trust with the employees in order to create a workplace where employees are more open to ideas and more willing to discuss possibilities and problems associated with change. To do this, respondents mentioned the need to be open to executive email list ideas, to listen, to provide a safe environment where people are free to express their opinions without fear of retribution, etc. Link the change effort to a common executive email list team value in order to help employees feel they can relate to the change effort at a personal level. This increases the desire and motivation to change. Articulate and communicate a clear message about why the change effort is needed and will help the team. Don't rely on facts executive email list and figures alone to support the reasons for change. Facts and figures don't inspire and motivate people to action. Linking to values and aspirations does. Respondents to the survey emphasized that this communication cannot be seen as a one time event. Rather, it should be constant throughout the effort and it must reach out to all members of the executive email list organization on as frequent and personable a level as possible. They also point out that this communication must be honest and complete.
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Sumaiya Khatun

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