Change Management - Managing people through a process of change

Organizations are constantly changing so often, but some staff are not! The change is very difficult for many people. But usually there are "early adopters," those people who get on board now. Who are they and how can you identify? Below is a list of features to look for in your staff.

They pledged: "I have a vision for change."

The former are often people who are committed to their work. They see their work as meaningful and targeted them personally. You can see a vision of change and see how they can adapt in their work.

They are challenged, "I'm for it."

Some people see change as an opportunity to learn more, stretch and grow. Will be part of the 10% who get on board soon. I am excited by the opportunity to do new things or old things in new ways. I'm not Pollyanna is: I am realistic about the dangers and pitfalls to come, but still welcome.

They Are In Control: "Can I do this job for me."

People who are happy with their work, have learned to take control of their work. They have a sense of power over their working lives. They feel they can influence change affecting them. They are also realistic about areas where they have no control, and accept it.

They are linked: "We're in this together!"

People who have connections with other people and feel they have a support system can often adapt to change quickly. They know that there is no need to do it alone. Asking for help, advice and support from others easily and feel respected as a person by their team. They are capable of giving and receiving and not isolate themselves.

When you know that a change is coming for your division, department or organization, evaluate the staff and try to find some that have some of these characteristics. It is not foolproof, but it is a good start. Coach these early supporters and help them help others remaining positive, offering help, a position of lead, the development of materials and more. Rewarding because what is repeated rewarded! Here's the key point, how is made the announcement prior to a change, will make a big difference in the buy-in you get from your team .......