Page 42 - Twenty Four Lessons for Mastering Your New Role

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React to change

Prepare for change

Articulate a vision for your employees and you help them appreci-
ate their role in contributing to the organization’s success. That’s
especially important during times of change.
By defining a new direction to move forward, you reassure
employees of the benefits of change. You shouldn’t have to do this
alone. Ideally, your senior management should already know why
change will enhance the organization—and give you talking points,
which you in turn should pass along to your staff. You can thus
become a champion of change by spreading the gospel from above
and endorsing it with your own brand of enthusiasm.
If you’re left adrift to help your team weather change on its own,
don’t despair. Identify the advantages of change from your employ-
ees’ point of view. Appeal to their self-interest and specify what’s to
gain in both the short- and long-term perspective. If two offices are
consolidating into one, for instance, you might alert workers that
this will result in better communication with their peers and bosses,
better access to technology that makes their jobs easier, and cost sav-
ings to the company that will in turn improve their job security.
Beware of sloganeering. Skip the platitudes like “Change is a con-
stant around here” or “We must change or die.” Clichés ring hollow
with employees. Instead, anticipate their questions and concerns—
and be ready to answer them.
If a change may lead to layoffs, relocations or other upheavals
that directly affect employees, gather the facts in advance. You may
want to develop and distribute a question-and-answer sheet so that

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