Change. Trust. Action.

Change.

“People don’t like change.”

Why? We deal with change everyday. Different day. Different weather. Talk to different people. But talking about change in the workplace is a different story.

“There’s no need to change.”

“Trying is not worth the risk.”

“I’m not in a place to say anything.”

“It wouldn’t work anyway.”

Sound familiar? Are you fully satisfied and happy to be carried in the same systems and processes you have inherited from others over the years? Surely you must complain about something during your working day? If so, maybe there’s a deeper reason behind the desire to stay the same?

Trust.

In general there are feelings related to experiences. If you are an individual that has been part of an unsuccessful, unfavorable change, which has led to a complete disaster, it’s not surprising that you are a person who doesn’t like to hear about changes.

You no longer trust an individual, leader, or organization to make the right decision on your behalf, and provide change for the better.

However, with the right guidance, change can be a positive experience, and not just managers can now make changes.

Action.

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Change can operate at any level applying the correct method.

  1. You must be dissatisfied with the current situation. This will create the feeling of wanting to change.
  2. In order to create a successful change, you must see a future that works for the better and know how you are aiming to reach it.
  3. Taking small steps towards the change will create a sense of short-term success, raising the confidence and morale of the staff, but keep track of the long-term goal!
  4. Do not take others opinions personally – open communication creates a team that trusts each other. This will reduce any objection to change and everyone wants him to succeed.
  5. Do not be afraid to venture – offer your thoughts and ideas. You might be surprised – others may agree with you!

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