Moving organizations forward requires focus on building trust and embracing change. Whether you are in a formal leadership role or part of the team, you can play a significant role. If you under mind trust or resist change, you become the problem.
Trust and change are two factors of any organization that wants to be relevant. The world is dynamic and change is constant. Stable jobs become temporary positions, team leaders become temporary bosses, and companies experience mergers, acquisitions, divestitures, or reorganizations.
It is bound to happen. One day your stable life will be upset by someone elseâ€™s decision. Whether or not it is a good or bad decision partially depends more upon how you respond to it.
This is the first in a series of blogs that will examine the issue of building trust and embracing change. My hope is that it will help prepare you for the next change you face. Whether you are in top leadership or delivering the office mail, I hope you will find this series helpful. I invite you to join in the conversation by posting a comment.
Addressing the need to build trust and embracing change will becomes more important as society dictates both frequent and quick change. Todayâ€™s hot topics become tomorrowâ€™s antiquity. There are so many variables in todayâ€™s business climate that that some people are abandoning formal business, strategic, and operating plans. They just point the way and see if they can get there first. Change happens so quickly that your good idea already someone elseâ€™s product. While this might seem defeating, I propose that the best way to embrace change in any organization is to first build trust and help your entire team embrace change. Change may be an opportunity, but it is also the new necessity.
There is much written about how to drive and facilitate change. These positive approaches can be very helpful. This series of blogs will take a different tract. I will cover the topic of building trust and embracing change by addressing various challenges and difficulties associated with change. They include:
- Warning Signs of Trouble amidst Change
- Improve Trust to Support Business Change
- How to Prepare for Emotional Loss Due to Business Change
- How to Deal with Fear of the Future Due to Business Change
- Take Time to Acknowledge Ideas amidst Business Change
- No Time to Change
- (Open topic for reader input)
- Influence Change by Taking Your Stand
Anyone can put together a positive strategy for change, but they also need to be prepared to deal with difficulties of change when not everyone is on board. Whether you are leading change or being asked to embrace change, I will suggest some strategies and ideas in this series of blogs to help you build trust and embrace change. I hope your next change will lead to the best possible outcome.
What is the biggest challenge you face in building trust and embracing change?