Mike, Author at The Third Zone

Dec 04 2024

How to Respond, Adapt to, and Move Forward When an Unexpected Crisis Arises in a Business

INTRODUCTION

Eight weeks ago my wife and I were thrown into a crisis situation with which we have had no past experience. We awakened to a thoroughly flooded home … at 4am. Since early October, we have been residing in a local hotel as we will for the next two or three weeks. Returning home has required a significant amount of learning and action …

What caused it and how to avoid such a situation in the future?
Working with an insurance company and meeting their requirements.
Working with and coordinating the various workers assigned to the job.
Submitting invoices and receiving the payments due suppliers.
Remaining calm and cool even though traversing these unknown waters.

Of course, this is no more than an inconvenience. However, what I became curious about is how an emergency or crisis situation can and should be best handled when it occurs in a business environment as it stands to disrupt in many areas that are more complex than living in a hotel for the duration of repair.

Crises are an inevitable part of running a business. Whether it’s an economic downturn, natural disaster, failure of heating, air conditioning, technology, or reputational damage, unexpected challenges can disrupt operations and test resilience. Effectively responding, adapting, and moving forward from such events requires a combination of preparedness, agility, and a structured approach.

HOW TO BEST PREPARE FOR THE UNKNOWN/UNEXPECTED CRISIS

Here’s a comprehensive approach on navigating such crises. Not every situation is going to require the same level or response or have the same complexities. Yet these suggestions can be adapted to the level of seriousness and intensity:

Responding to the Crisis

1. Assess the Situation Immediately
The first step in managing a crisis is understanding its scope and impact. This involves gathering accurate information about the event, identifying affected stakeholders, and determining the level of urgency. Clear and timely communication is crucial during this phase to prevent misinformation.

Key Actions:
- Assign a crisis response team to lead the effort.
- Use reliable sources to gather data and verify facts.
- Establish priorities, such as ensuring safety and stabilizing operations.

2. Communicate Transparently and Effectively
Effective communication is the backbone of crisis management. Whether addressing employees, customers, investors, or the media, transparency builds trust and reduces uncertainty.

Key Actions:
- Acknowledge the issue promptly without speculation.
- Use multiple communication channels to reach involved parties.
- Share updates regularly and explain actions being taken.

3. Contain the Damage
Once the crisis is identified, efforts must focus on limiting its impact. This might involve recalling products, shutting down systems temporarily, or offering public apologies.

Key Actions:
- Implement immediate corrective measures.
- Consult legal and financial advisors to mitigate liabilities.
- Monitor the situation closely to adjust actions as needed.

Adapting to the New Reality

1. Reevaluate Priorities and Resources
A crisis often disrupts normal business operations, requiring a shift in focus. Adaptability involves reassessing goals, reallocating resources, and potentially redefining business strategies.

Key Actions:
- Reassign teams to critical tasks.
- Cut non-essential expenditures to conserve resources.

2. Engage all those impacted in Problem-Solving

Involving employees, partners, and customers can generate innovative solutions. Collaborative efforts often yield practical insights and foster goodwill.

Key Actions:
- Create cross-functional teams to brainstorm solutions.
- Survey customers and clients for feedback and suggestions.
- Leverage partnerships to share resources and expertise.

3. Change or Innovate if Necessary
Some crises demand a fundamental change in business operations or offerings. Being open to pivoting or innovating can turn challenges into opportunities.

Key Actions:
- Explore alternative revenue streams or business models.
- Invest in technology or processes to increase efficiency.

4. Foster a Resilient Culture
A flexible organizational culture is vital for adapting to crises. This involves building trust, encouraging flexibility, and empowering employees to make decisions.

Key Actions:
- Provide clear guidance while giving employees autonomy.
- Offer training to help staff adapt to new tools or roles.
- Recognize and reward contributions during challenging times.

Moving Forward

1. Analyze and Learn from the Crisis
Every crisis offers valuable lessons. Conducting a thorough review of what happened, how it was handled, and what could have been done differently ensures continuous improvement.

Key Actions:
- Document all aspects of the crisis, including timelines, decisions, and outcomes.
- Gather feedback from involved individuals about the response.
- Identify gaps in preparedness or response strategies.

2. Update Crisis Management Plans
A robust crisis management plan is essential for future readiness. Use the lessons learned to refine existing plans and prepare for similar scenarios.

Key Actions:
- Develop contingency plans for various crisis types.
- Ensure all employees are familiar with updated protocols.
- Regularly review and test the plan through drills and simulations.

3. Rebuild Trust and Reputation
Restoring trust and reputation requires consistent effort. Employees,, management and customers alike need assurance that the business has taken corrective actions and is better prepared for the future.

Key Actions:
- Share progress reports on recovery efforts.
- Address concerns raised by stakeholders honestly.
- Highlight improvements made to prevent recurrence.

4. Strengthen Relationships
Crises often reveal the strength of existing relationships. Rebuilding and strengthening ties with employees, customers, suppliers, and other partners can fortify the business against future challenges.

Key Actions:
- Show appreciation to customers who supported the business during the crisis.
- Offer incentives or loyalty programs to retain customers.
- Collaborate with suppliers and partners to ensure mutual benefits.

CONCLUSION

Handling an unexpected business crisis requires a proactive and structured approach. By responding decisively, adapting creatively, and moving forward strategically, businesses can not only recover but emerge stronger and more resilient. Crises are an opportunity to learn, innovate, and grow—turning setbacks into stepping stones for future success. Remember, the key lies in preparation, agility, and the unwavering commitment to all impacted parties. In an ever-changing world, these attributes are what enable businesses to thrive amid uncertainty.

Now back to dealing with the flooded house. The experience challenging. The learning very valuable. The lesson? Just as many do when warned of an impending hurricane, prepare by creating a thought-out plan at the same time one hopes to never need to use it. Another part of ‘good business’!
Mike Dorman

Oct 30 2024

Addressing Employee Situations in Ways that Motivate and Encourage

INTRODUCTION

Organizations often have leaders who bring a lot of leadership experience to their position. As such they have learned through this experience approaches that work in conveying opinions and decisions that are well received by members of the team they lead. This success plays a pivotal role in creating an environment where employees feel valued, motivated, and aligned with organizational goals.

believe in employees sign

At the same time organizations often have employees who have been promoted into a leadership/management role and bring little if any experience to this position. As such and without focused training they provide responses using some words or phrases, unintended or not, that can serve to undermine that positive dynamic, demotivate employees, and lead to unintended consequences.

WAYS TO RESPOND TO EMPLOYEE INQUIRES THAT ENCOURAGE RATHER THAN DEMOTIVATE

demotivating conver

Here are some things leaders should avoid saying to employees, along with

insights into why these statements can backfire and suggestions for alternative approaches.

“That’s not my problem—figure it out.”
When leaders tell employees to “figure it out” without offering guidance, it can come across as dismissive and unhelpful, particularly when the employee is genuinely struggling with a task. This phrase can suggest that leaders are unwilling to help or provide resources, leading to frustration and disengagement.

Alternative Approach: Leaders can instead foster autonomy without leaving employees stranded by saying, “Let’s talk through the challenges you’re facing and work on a plan together.” This approach respects the employees’ initiative while still offering support, creating a balance between empowerment and guidance.

“This is just the way we do things.” When leaders refuse to consider new and innovative ideas by insisting that “this is just the way we do things,” it can stifle creativity and innovation. Employees may feel their ideas are unwelcome, which can limit growth and discourage initiative-taking problem-solving. Over time, it may result in a stagnant, uninspired work culture.

Alternative Approach: Leaders should instead say, “We’ve traditionally approached it this way, but I’m open to hearing other ideas.” This encourages employees to bring forth new perspectives while respecting past processes. It signals openness to innovation, empowering team members to feel that they contribute to the organization’s evolution.

“I don’t have time for this right now.”
Saying “I don’t have time for this” implies that the employee’s concerns aren’t a priority. This phrase can erode trust and make employees feel undervalued, causing them to disengage or hesitate before approaching the leader with future issues, potentially affecting team morale and productivity.

Alternative Approach: Leaders can say, “I want to give this the attention it deserves; can we schedule some time later today or tomorrow?” This shows respect for the employees’ concerns while acknowledging time constraints. It makes employees feel valued and reassures them that their issues will be addressed thoughtfully.

“I’ve noticed that some of you are consistently arriving late for work. You all need to make sure you do what it takes to be on time every day.”(Shared with everyone in an email/meeting.)
Don’t use the “shotgun feedback” method. If one person is causing an issue, such as showing up late consistently, don’t send a blanket email to the team attempting to correct the behavior. The person at fault may not even realize it’s directed toward them anyway, and the rest of the team could become frustrated that they’re being penalized for something they’re not doing. Also, if the issue mentioned in the email continues, the team may begin resenting you for letting it go on without action, rather than individually addressing the problem employee.

Alternative Approach: Instead, address the situation directly (and privately) with the one person at fault.
“This isn’t the time for a raise/promotion discussion.”
While timing can be a factor in such conversations, leaders who dismiss them outright can inadvertently make employees feel stuck and unrewarded. If employees believe they are overdue for recognition or compensation, shutting down the conversation can hurt morale and increase turnover risk.

Alternative Approach: Explain to the employee when salary reviews are typically done and the basis for being able to justify an increase … often related to new learning and increased value to the organization.

“That’s not how we do things here.” “You don’t need to understand why we’re doing it this way. You just need to trust that your leadership will always do the right thing.”
While standard procedures are often essential, this phrase can demotivate employees who may feel that their ideas are unwelcome. It can make employees feel that they are working in a rigid environment that resists change, stifling creativity and innovation. Everyone wants to feel like they’re part of a larger community where their thoughts actually matter to others and add value to the organization. This is just another way of saying, “Because I said so,” which, of course, always did the trick for putting our questions to rest when we were children – right? Wrong.

Alternative Approach: A better way to phrase this might be, “We have considered as much information as possible in making this decision, including the input many of you have contributed. As always, we are open to your thoughts, but for now, this seems to be the best path for our team/department/company/organization.”

“This project needs to be done by tomorrow.”
While urgency is sometimes necessary, unexpected demands can cause stress, resentment, and burnout, especially if unrealistic timelines are imposed without consideration of existing workloads. Consistently using such short deadlines can lead to decreased motivation and job satisfaction.

Alternative Approach: If urgency is genuinely required, leaders can say, “I realize this is a quick turnaround, but this project has become a top priority; let’s look at what’s possible together.” This approach shows empathy for the employee’s workload and invites a collaborative solution to the time challenge.
“Nice job today.”
A statement like this is too vague to be impactful, leaving employees unsure of exactly what they did well, other than show up to work! This may lead them to believe that you’re not really paying attention to what they’re doing and that you’re just giving generic manager platitudes.

Alternative Approach: Instead, be specific. For example, say, “Awesome job on handling that upset customer this morning. You really showed patience and great decision making.
“Because I said so.”
This phrase shuts down communication and may come across as authoritarian, leaving employees feeling unimportant and disrespected. When leaders rely on authority without explanation, employees may become frustrated or resentful, affecting their loyalty and motivation.

Alternative Approach: Leaders can say, “Let me explain why this decision was made and how it supports our larger goals.” Providing context helps employees understand the reasoning behind decisions and demonstrates respect for their intelligence and role within the organization.

CONCLUSION:

ccommun matters sign

While leadership demands decisiveness, it’s essential to remember that words have the power to either uplift or demoralize. By avoiding phrases that can leave employees feeling undervalued or unsupported, leaders foster a workplace where employees feel respected, motivated, and encouraged to contribute to the organization’s success. Instead of using phrases that discourage, a good leader communicates with empathy, understanding, and transparency, ultimately building a team that is more engaged, loyal, and productive.
Mike Dorman

Sep 18 2024

Making Certain the Job Applicant is the Best Fit for A High-Functioning Team

INTRODUCTION

Hiring the right candidate who will seamlessly fit into an existing high-functioning team is critical for maintaining team cohesion, culture, and performance. The traditional focus primarily on just qualifications and skills is no longer sufficient. Cultural fit, emotional intelligence, collaboration, and adaptability are equally and likely to be even more crucial.

In working with numerous companies across numerous business types I have found hiring to be a true challenge. Focus is logically and initially placed on the technical skills that the job requires. Often organizations are so anxious and in need of filling an opening that this is the extent of the search. You have the skills and knowledge … you’re hired! And then there comes the significant task of having this hire ‘fit in’ with the existing team and culture on the way to having them readily accepted by others.

http://theanchorBelow is a comprehensive guide on an approach to interviewing and hiring to ensure potential hires integrate smoothly into a high-performing team.

COMPONENTS TO BE CONSIDERED TO HELP INSURE THE RIGHT FIT

There are several things an employer can and should consider in hiring a new employee that go beyond the skills they possess related to the nature of the business. As important as these are, there are several traits and attitudes that need to accompany needed work skills to ensure that the new hire will be the best fit to join the existing, successful team.

Here are considerations that go beyond technical ability and experience that, when present, provide for a greater likelihood for the right decision:

Understand the Team Dynamics and Culture
Before diving into the hiring process, it’s essential to have a deep understanding of the existing team’s dynamics, culture, and values. By having a clear understanding of the team’s identity, you can better assess whether a candidate will complement and enhance the team’s strengths or potentially cause friction. This means assessing:

Teamwork and collaboration styles: Is the team highly collaborative, or does it value independent work more? How do they approach problem-solving?
Communication patterns: Is communication mostly formal or casual? Is feedback open and direct, or more subtle?
Pace of work: Is the team fast-paced and agile, or methodical and process-driven?
Personality types: Consider the diversity of personalities within the team. Is the team extroverted, introverted, detail-oriented, or big-picture-focused?
Core values: What core values drive the team including trust, innovation, and accountability?

Define the Role Beyond Skills

In a high, functioning team, it’s not just about finding someone with the right skills. By defining the role with both skills and team dynamics in mind, you can tailor the interview process to find candidates who will be a natural fit. Defining the role in terms of team fit includes:

Soft skills required: List out the soft skills (e.g., emotional intelligence, empathy, adaptability, communication) that are necessary for success within the team.
Cultural alignment: What kind of behaviors and attitudes are expected? For instance, does the team encourage ownership, or is it more hierarchical?
Team contribution: Think beyond the immediate job duties and consider how the person will contribute to the team’s dynamics. Will they bring new perspectives, challenge existing ideas constructively, or support the team’s current workflow?
Growth potential: Can the person grow and evolve with the team? High-performing teams require members who are not just good today but can adapt to future challenges.

Craft Behavioral and Situational Interview Questions

Behavioral and situational interview questions help you assess how a candidate has managed teamwork and conflicts in the past. You’ll determine whether they have thrived in team-oriented environments. and how they might handle similar situations in your team. This can reveal insights into their work style, adaptability, and how they’ll fit into your existing team. These questions encourage self-reflection and help you understand if the candidate is aware of how they interact within a team, a key trait of high-functioning team members. Some strategies include:

Ask about past team experiences:
- “Can you tell me about a time when you had to collaborate with a team that had different working styles? How did you adapt?”
- “Describe a situation where you had a conflict with a teammate. How did you resolve it?”
Pose hypothetical scenarios:
- “Imagine you’re working on a team project, and one member consistently misses deadlines, causing delays. How would you approach this situation?”
- “If you joined a team that already had a well-established dynamic, how would you integrate yourself without disrupting the flow?”
Gauge self-awareness:
- “What role do you typically play in a team?”
- “What do you find most challenging when working with others?”

Assess Cultural and Value Alignment

Cultural fit and value alignment are crucial when hiring for an existing team, particularly one that functions at a high level. These questions allow you to assess whether the candidate’s working style and values align with the team and organization’s culture. For instance, if the team thrives in a collaborative environment but the candidate prefers working independently, they may not be the best fit. Here’s how to evaluate that:

Company culture-focused questions:
- “What type of work environment allows you to do your best work?”
- “How do you prefer to give and receive feedback?”
- “What values are most important to you in a workplace?”

Evaluate Emotional Intelligence (EQ)

Emotional intelligence is vital for fitting into and enhancing a high-functioning team. Candidates with high EQ are more likely to be self-aware, empathetic, and able to manage relationships effectively. These questions will help you gauge the candidate’s ability to regulate emotions, navigate social complexities, and maintain positive relationships within the team.

Ask EQ-focused questions:
- “How do you manage stress in a team environment?”
- “Can you describe a time when you had to manage your emotions to keep a situation from escalating?”
Look for signs of empathy: Empathetic candidates are good listeners, sensitive to the emotions of others, and able to put themselves in another’s shoes. Watch how they respond to questions about team dynamics and conflict resolution to assess their level of empathy.

Consider Cultural Add vs. Cultural Fit
While hiring for cultural fitness is important, high-performing teams often benefit from fresh perspectives and diversity in thought. Therefore, it’s important to also assess whether the candidate will bring something new to the table, in a way that enhances the team dynamic. This approach helps ensure that you’re not just hiring someone who fits the existing mold but someone who can add value through their unique experiences and viewpoints.

Ask questions that highlight diverse perspectives:
- “What’s a unique perspective or experience you think you can bring to this team?”
- “How do you approach working with people who have different opinions or backgrounds?”

CONCLUSION

In conclusion, hiring an addition for a high-functioning team requires a thoughtful and deliberate approach that goes beyond just skills. By addressing the various areas of concern described above, it will help you build a team that is both cohesive and dynamic, ensuring long-term performance and growth.

I can imagine that this in-depth approach to hiring seems labor intensive, taking more time than one believes can be spent with an applicant. And that would be an understandable concern. However, having to replace a recent hire because they did not possess the skills that allowed them to be an asset to the overall team represents both wasted time and money. More than that is the obstacle it can represent to what was a highly functioning team. Utilizing such a well-rounded approach appears to be a formula for continued success.
Mike Dorman

Aug 22 2024

Resilience and the Role It Plays in Today’s Successful and Changing Organizations

INTRODUCTION:

In today’s fast-paced and constantly evolving business environment, resilience is becoming a crucial attribute for organizations to survive, thrive, and succeed. Resilience is understood as the ability to withstand adversity, recover from setbacks, and continue moving forward. In an organizational context, resilience is more than just weathering a storm; it’s about transforming challenges into opportunities and adapting in the face of disruptions.

Whether it’s economic uncertainty, technological changes, competition, global crises like pandemics, or simply staff absences attributed to various causes, an organization’s ability to be resilient directly impacts its sustainability and success. For resilience to be effective, it must permeate all levels of the organization, from leadership and management to individual employees.

THE COMPONENTS OF A SUCCESSFULLY RESLIENT ORGANIZATION

The question that comes to mind is how an organization would go about developing a resilient culture? Building resilience throughout an organization requires intentional strategies and practices that enable the entire workforce to adapt, recover, and thrive in the face of challenges. Here are keyways to foster resilience at all levels of the organization:

Promote a Resilient Culture
Creating a culture of resilience starts with establishing values and behaviors that encourage adaptability, perseverance, and continuous learning. Leadership must model resilience by staying calm under pressure, being transparent in communication, and viewing setbacks as opportunities for growth. Encourage a mindset that embraces change and innovation, and celebrate successes as well as lessons learned from failures. Resilience should be woven into the organization’s DNA, influencing how decisions are made and how employees interact.

Develop Leadership Resilience
Resilience at the top is essential for steering the organization through challenging times. Invest in leadership development programs that focus on emotional intelligence, stress management, and strategic decision-making in uncertain environments. Resilient leaders can inspire confidence, foster trust, and guide their teams through adversity. They should also create a supportive atmosphere where employees feel empowered to experiment and learn without fear of failure.

Foster Team Collaboration and Support

Encouraging teamwork and mutual support throughout the organization is critical for resilience. When employees feel connected to their colleagues and know they can rely on each other during tough times, they are better equipped to manage stress and challenges. Create opportunities for cross-functional collaboration, team-building activities, and open communication. A strong sense of community within the organization fosters collective resilience and boosts morale.

Involve Employees in the Transition Process
Employees are more likely to embrace change if they feel they have some control over the process. Involving them in the transition process can foster a sense of ownership and acceptance when there is new leadership. This is accomplished by soliciting feedback from employees on how the transition can be managed effectively. Another component is Publicly recognizing employees who contribute positively to the transition. Acknowledging their efforts reinforces that the new leadership values employee contributions and wants to build on the existing strengths of the organization
Provide Continuous Learning and Skill Development
Resilient organizations invest in the continuous development of their employees. Providing ongoing training, upskilling, and professional development opportunities equips employees with the knowledge and skills needed to adapt to changing circumstances. Encourage employees to embrace lifelong learning, whether it’s acquiring new technical skills, improving soft skills, or learning how to manage stress effectively. This investment not only enhances individual resilience but also strengthens the organization’s overall adaptability.

Prioritize Employee Well-being
Employee well-being is fundamental to building resilience. An organization that prioritizes the mental, emotional, and physical health of its workforce is better positioned to navigate crises. Create a supportive environment where employees feel comfortable discussing their challenges and seeking help when needed. Well-supported employees are more likely to stay engaged, productive, and resilient during challenging times.

Celebrate Wins and Milestones

Recognizing progress and celebrating successes during the transition can help maintain morale and reinforce a positive outlook. Celebrations don’t have to be grand; even small acknowledgments of milestones can make a difference.

Implement Agile Processes
Agility is a key component of organizational resilience. Implementing agile processes allows the organization to respond quickly to changes in the market, customer needs, or external disruptions. Encourage teams to adopt methodologies, which emphasize flexibility, improvements, and rapid decision-making. By encouraging a flexible workplace, organizations can remain nimble and resilient in the face of uncertainty.

Encourage Innovation and Risk-Taking
Resilient organizations are not afraid to innovate and take calculated risks. Encourage a culture of experimentation where employees feel empowered to propose innovative ideas, try novel approaches, and learn from mistakes. Innovation helps organizations stay ahead of disruptions, while a willingness to take risks fosters growth and adaptability. Leaders should create an environment where calculated risks are encouraged, and failures are seen as learning opportunities.

CONCLUSION

Organizational resilience is crucial in today’s business world because it enables companies to navigate uncertainty, adapt to technological advancements, build customer trust, foster innovation, and support their workforce. As disruptions become more frequent and complex, resilience will remain a key factor in ensuring long-term success, sustainability, and competitive advantage. Organizations that prioritize resilience are better equipped to thrive in an unpredictable future.
Mike Dorman

Jul 31 2024

How To Effectively Implement Operational Changes to a Team That Will Bring About Greater and Faster Acceptance

INTRODUCTION

In most every organization there will come a time when procedural or operational change is going to be required and take place. This can be the result of a new manager who steps into the role of running the company or department. It can occur because there is a new owner who has taken over the entire organization. Or it can be necessitated through a desire to achieve greater efficiencies. Whatever the cause at the root of the change, it comes about very often in a desire to standardize the way things are being done throughout the organization.

Regardless of any specific circumstances, very often the required change is met with skepticism and resistance by those required to implement it. As such, the required alteration of process or methodology is anything but pleasant. It can, in fact, make a task that has its’ challenges from the start even more difficult. For sure, there are approaches that can minimize the operational organizational disfunction. In doing so, much of the negativity is greatly reduced.

STEPS TO APPROACH CHANGE THAT WILL MAXIMIZE SUCCESS

Delivering operational changes effectively is crucial for ensuring that your team embraces the new processes or modifications smoothly and quickly. The key lies in strategic communication, involvement, and support. Here’s a suggested guide on how to achieve greater and faster acceptance of operational changes:

Understand the Need for Change

Before communicating any change, clearly understand why the change is necessary. Analyze the problem or opportunity that the change addresses and gather data to support this. This foundational understanding will help a leader communicate the change more convincingly.

Develop a Clear Vision and Plan
A successful change initiative starts with a clear vision and a detailed plan. Outline what the change entails, the goals, and the expected outcomes. This plan should include timelines, key milestones, and roles and responsibilities. A well-defined plan helps in setting clear expectations and reduces uncertainty.

Engage and Involve Your Team Early

Involving your team early in the process helps in creating a sense of ownership and reduces resistance. You can do this through:

- Feedback Sessions: Hold meetings or workshops to discuss the proposed changes. Allow team members to voice their concerns, suggestions, and questions.
- Pilot Testing: Implement the change on a small scale before full-scale deployment. This helps in identifying potential issues and demonstrates a commitment to minimizing disruption.

Communicate Transparently and Effectively
Clear, honest, and consistent communication is crucial for successful change management. Consider the following:

- Clear Messaging: Use straightforward language to explain what, why, and how of the change. Avoid jargon or overly technical terms that may confuse team members.
- Regular Updates: Keep the team informed about progress and any adjustments to the plan. Regular updates build trust and keep everyone on the same page.
- Open Channels: Create avenues for ongoing feedback and questions, such as regular Q&A sessions or an online forum. Being accessible and responsive to concerns helps in building credibility and rapport.

Provide Adequate Training and Support
Ensuring that your team is well-prepared for the change is crucial:

- Training Programs: Implement training sessions to equip team members with the skills and knowledge required for the new processes or tools.
- Support Resources: Offer resources such as user manuals, FAQs, and access to help desks. Having readily available support reduces frustration and builds confidence in the new system.

Lead by Example

Leadership plays a significant role in change acceptance:
- Model Behavior: Demonstrate commitment to change by adopting new practices yourself. Leaders who visibly embrace change set a positive example for the team.
- Positive Attitude: Maintain a positive attitude towards the change. Your enthusiasm and confidence can be contagious, influencing the team’s perception of the change.

Monitor Progress and Adjust as Needed
Change is an ongoing process. Monitor the implementation closely:
- Gather Feedback: Continuously collect feedback from the team about the new processes. Be open to adjusting based on this feedback to address any emerging issues.
- Acknowledge Efforts: Publicly acknowledge the efforts of team members who contribute to the successful implementation of the change.
- Celebrate Successes: Celebrate milestones and successes, no matter how small. This creates a positive atmosphere and motivates the team to continue embracing the change.

Document and Reflect
Finally, document the entire change process:
- Lessons Learned: Reflect on what worked well and what could be improved. Documenting these lessons helps in refining future change initiatives.
- Best Practices: Create a repository of best practices and guidelines based on the current change experience. This serves as a valuable resource for future changes.

CONCLUSION

Resistance to change related to processes and procedures is a multifaceted issue rooted in fear, discomfort, and skepticism. Employees resist change for assorted reasons, including fear of the unknown, lack of trust in leadership, comfort with the status quo, inadequate preparation, perceived increased workload, cultural factors, and psychological factors.

To overcome resistance, leaders must address these concerns proactively by fostering transparent communication, involving employees in the change process, providing adequate support, and training, and demonstrating the benefits of the change. By understanding and addressing the root causes of resistance, organizations can facilitate smoother transitions and increase the likelihood of successful implementation. Remember, the goal is to not only implement the change but to also make it a positive and productive experience for everyone involved.
Mike Dorman

Responding to the Crisis

Adapting to the New Reality

Moving Forward

CONCLUSION

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