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Knowing what challenges may lay ahead can best prepare you for managing them. Here are a few to keep in mind when leading the change.
Handle resistance with patience Spider-Man learned the hard way that with great power comes great responsibility. But in the world of change management, we know that with great change comes great resistance.
As the leader it will be your job to identify and manage resistance. Encourage vigorous dialog on whatever issues the group is most concerned with.
Set fears to rest. Most importantly, provide the more reluctant members of the team with certainty, as confidence is frequently contagious. Doubts are roadblocks in the process of change. You can get a lot further on this road with patience and clear, constructive guidance.
Manage conflicts Real leadership involves talking to your team and helping each member understand either one another or the difficult part of the change. And when a conflict or issue arises and threatens to disrupt your schedule, you need to step in as quickly as possible.
Whether the conflict is with a person or a part of the process, you should be on alert to help find solutions. Being eager, even ready, to dive into the problem quickly is one of the best qualities of an active leader in the change process.
Patience is required here, too: If the interruption is unnecessary, give the individual or team time to see the conflict as you see it. But if the conflict highlights some fault in the process or planning, then this is a problem worth your time and expertise.
This is your chance to show the team their trust in you is well placed. Deal with setbacks In transition management, upheaval is a normal part of the course of events. Because of this, never presume the steps established for change are foolproof as any fool will tell you.
Keep morale up as you determine whether the setback is a critical failure or something that can be managed or even used to some benefit. This will lighten the effect of a setback--and with morale high, it may even shorten the delay as the team pitches in to help.
Expecting setbacks is the first step to being ready for them, but the second step is identifying the most challenging parts of the change in advance. Protect your team Your team should believe without question that if they stand by the established plan or process and some interdepartmental conflict occurs, you as their leader will have their back and will stand by them.
Counter this in advance by developing relationships through the company. Make connections and build bridges. A culture of cooperation for mutual benefit is a lot easier to manage and maintain than series of small, self-important kingdoms. Look ahead Keep your eyes forward.
Encourage them to think critically and ask questions as a part of the process. Let them know why you see change as important and why they should trust your judgment.
Personal or professional brilliance, experience, expertise, and dedication: A leader faces whatever challenges with better questions and even better solutions. You May Also Like:Students develop their knowledge of fundamental business functions and processes, including management of human capital, marketing, operations, and finance, applying this knowledge to realistic business problems in a variety of organizational settings.
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