How Effectively Do You Support Change?
From the Thoughts on Project Management Blog
by Gina Abudi
Articles will focus on the the people-side of project management - team leadership, communication, virtual teams, change management and cultural diversity.
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Every individual in an organization has to deal with change at some point. Lately it seems that change is coming at us fast and furious! Your ability to support change within the organization is essential to being seen as a leader within the organization; someone who can adapt and is resilient. Supporting change means you see the positive side of change and help others to see the positive side of change too.
Consider these characteristics of individuals who adapt to and more easily support change, and can help others to see the positive side of change:
Positive attitude: Individuals with a positive attitude see the good side of change – the benefits to the organization and to the individuals in the organization. They are excited about the possibilities of change and offer ideas and suggestions to support and move forward change initiatives.
Good communicator: The ability to communicate effectively with others is necessary to help them understand the change and to see the positive side of change. Additionally, communicating enables you to better share your ideas and suggestions about the change initiative.
Good listener: The other side of communicating is the ability to listen! Good listeners can hear the “words behind the words.” They understand what others are really trying to say and can, therefore, more effectively communicate because they are good listeners.
Emotional intelligence: Emotional intelligence is being aware of emotions and how you act/feel certain situations. Emotional intelligence is also being aware of the emotions of others and understanding why those emotions are occurring. It enables for actively managing your own feeling and those of others.
How effectively do you support change in your organization?
Posted on: October 20, 2015 07:36 AM |
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Comments (10)
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Good article Gina. Out of these, I would rank emotional intelligence high. Despite decades of research to support the usefulness and need for emotional intelligence, some organizations still predominantly select and promote based on pure cognitive skills. Things are changing, though.
Prabhaker Panditi
Change most times is inevitable but not quite easy to accommodate and so many people arbour it. We live in a fast changing world and the ability to adapt quite quickly to the continuous changing scenes around us determines how far we would go in our exploits making.
Sergio Luis Conte
Helping to create solutions for everyone| Worldwide based Organizations
Buenos Aires, Argentina
Please let me say with all my respect that your list could not be enough. The first thing to understand is your position inside the organization to define your responsibilities behind the change. After that, while your list contains key items, the first thing to understand is that we are dealing with human beings and their needs. And change always create an impact into stakeholders needs. We need to understand that reality is a matter or perception. So we need to work on stakeholders perception. INDEED your list is a must to work on that.
Gina Abudi
President| Abudi Consulting LLC
Amherst, Nh, United States
I do agree with you, Sergio, that we could certainly expand upon this list! I have written a number of articles on change with a focus on the people/stakeholder which you can find on my blog: ginaabudi.com.
Gina Abudi
President| Abudi Consulting LLC
Amherst, Nh, United States
I do agree with you, Sergio, that we could certainly expand upon this list! I have written a number of articles on change with a focus on the people/stakeholder which you can find on my blog: ginaabudi.com.
Mike Frenette
Manager, IT PMO| Halifax Water (retired)
Halifax, Nova Scotia, Canada
I believe that finding a change champion (more than one if possible) who has "seen the light" and is enthusiastic about the change is critical to success. Especially if they are already seen as unofficial leaders within their organization. Leveraging these sorts of people will increase the credibility of the change and the desire to go with the flow.
I agree on the listening side. We were all endowed with one mouth and two ears. Using them accordingly and remembering that only one of those three has a hinge will benefit everyone concerned. :)
Priya Patra
Delivery Director| Capgemini India Technology Services Ltd
Mumbai, India
Hey Gina,
How are you doing ? Have a look at this ..
https://twitter.com/priyaPatra/status/657820752725454849/photo/1
Everyone wants change, but are they willing to change themselves ? Be the change to see the change in the world around you.. that is the mantra for Change Management.
Regards,
Priya
Gina Abudi
President| Abudi Consulting LLC
Amherst, Nh, United States
Hi Priya,
Thanks for the link to the Twitter post! Loved it! I use the quote - "be the change you want to see in the world" in one of my change management workshops.
Change always benefit someone.
Frequent change may result failure.Every change need to be carefully studied so the candidate's ability benefit the Organization.
Very good article - having in mind that long lists don´t get done!
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