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Add You - Managing Change - Helping Your People Cope with Change
If you actively work a lot of joint venture deals, or are planning to do joint ventures in the future, then it's just a matter of time before someone tries to cheat you out of money one way or another.That doesn't mean you shouldn't do joint ventures, but fact is if you do enough of them, with enough different people, it's only a matter of time. Especially when big money is involved and people start acting differently.<
In extreme and hopefully exceptional cases, you need to help them understand that they might have to make a choice. That choice is to stay or go. That is the first choice in coping with change. Do I stay or do I go? If you go, then you focus on finding a new career. If you stay, by virtue of that decision you become part of the solution and you are looking forward within your organization.
Copin
Learning how to work with recruiters is an important part of helping recruiters to help you. Over the past couple of years there is a trend expressing itself in the behavior of job candidates towards the recruiters they work with. That trend is a tendency towards playing both ends against the middle; telling the recruiter what they want to hear in order to gain the value of their -- usually free -- services.Most recruite
"Just remember, it's for a helluva’ long time".
When you're managing a change project, hopefully it’ll be for a helluva’ long time?
We hear a lot today about how difficult change is on people and how they fight it, and they do. But does it have to be that way for everyone? I don’t think so. If you recognize a couple of key things about people, your change efforts will move along like melting snow instead of inching along at glacier speed. Change isn’t easy but it can work better than it does in most organizations.
The first thing to recognize is that people are used to change. It’s happening all around them every single day. The seasons changes, our neighbors are moving, even time changes twice a year. It isn’t the change that gets us, it's the uncertainty that change brings. That's not just a play on Webster's words, it’s a fact. Changes that people don’t understand will give you trouble. For most people, the lack of understanding drives their resistance, not the changes.
To help people move through change you have to start with honesty. You have to lay it on the line, in a respectful and kind way, but lay the truth out there. You have let them know what’s happening, how it impacts them, or doesn’t; and you have to continue to tell them the truth throughout the project. You have to help them see the situation as it relates to them.
Once you've told them you have to reinforce the fact that they are responsible, individually, to make their choice in how to respond to the changes. But they have to know, beyond a doubt, that the organization is changing. It will hopefully with them rather than without them, but it is changing.
In extreme and hopefully exceptional cases, you need to help them understand that they might have to make a choice. That choice is to stay or go. That is the first choice in coping with change. Do I stay or do I go? If you go, then you focus on finding a new career. If you stay, by virtue of that decision you become part of the solution and you are looking forward within your organization.
Coping
Ok, so you’ve determined that you have the right skills and qualities to do your job effectively from home. You’re sure that your job is well suited to telecommuting. Now you just need your boss to agree that this is a great idea, but how?The best approach is to make a proposal. A proposal is a very effective way to sell the idea to your employer because it can be used to highlight the benefits, and presents your
The first thing to recognize is that people are used to change. It’s happening all around them every single day. The seasons changes, our neighbors are moving, even time changes twice a year. It isn’t the change that gets us, it's the uncertainty that change brings. That's not just a play on Webster's words, it’s a fact. Changes that people don’t understand will give you trouble. For most people, the lack of understanding drives their resistance, not the changes.
To help people move through change you have to start with honesty. You have to lay it on the line, in a respectful and kind way, but lay the truth out there. You have let them know what’s happening, how it impacts them, or doesn’t; and you have to continue to tell them the truth throughout the project. You have to help them see the situation as it relates to them.
Once you've told them you have to reinforce the fact that they are responsible, individually, to make their choice in how to respond to the changes. But they have to know, beyond a doubt, that the organization is changing. It will hopefully with them rather than without them, but it is changing.
In extreme and hopefully exceptional cases, you need to help them understand that they might have to make a choice. That choice is to stay or go. That is the first choice in coping with change. Do I stay or do I go? If you go, then you focus on finding a new career. If you stay, by virtue of that decision you become part of the solution and you are looking forward within your organization.
Copin
There are many components of a brand identity: logo, color palette, font choice, and the Visual Vocabulary. There’s a lot of information available about the use of logos, colors, and Visual Vocabulary, but not much on the effective use of fonts. So, here’s some information on the creative, practical, and technical aspects of fonts.Font basicsA font is a set of all the letters in the alphabet, designed
To help people move through change you have to start with honesty. You have to lay it on the line, in a respectful and kind way, but lay the truth out there. You have let them know what’s happening, how it impacts them, or doesn’t; and you have to continue to tell them the truth throughout the project. You have to help them see the situation as it relates to them.
Once you've told them you have to reinforce the fact that they are responsible, individually, to make their choice in how to respond to the changes. But they have to know, beyond a doubt, that the organization is changing. It will hopefully with them rather than without them, but it is changing.
In extreme and hopefully exceptional cases, you need to help them understand that they might have to make a choice. That choice is to stay or go. That is the first choice in coping with change. Do I stay or do I go? If you go, then you focus on finding a new career. If you stay, by virtue of that decision you become part of the solution and you are looking forward within your organization.
Copin
There is no shortage of translators who take the plunge and set up shop as self-employed freelancers, but few have the ambition or the spirit to start up their own all-round translation agency. This is not surprising, of course, as the establishment of a full- scale translation agency is a quantum leap compared with what it takes to launch a viable freelance practice. Nevertheless, the intellectual and financial rewards of busi
Once you've told them you have to reinforce the fact that they are responsible, individually, to make their choice in how to respond to the changes. But they have to know, beyond a doubt, that the organization is changing. It will hopefully with them rather than without them, but it is changing.
In extreme and hopefully exceptional cases, you need to help them understand that they might have to make a choice. That choice is to stay or go. That is the first choice in coping with change. Do I stay or do I go? If you go, then you focus on finding a new career. If you stay, by virtue of that decision you become part of the solution and you are looking forward within your organization.
Copin
In the story of David and Goliath, young David challenged the mighty Goliath. King Saul wanted David to wear his armour so that he could fight Goliath in the traditional way. But David chose to forgo the armour, used a weapon of his choosing, and relied on his own speed, and was ultimately successful in slaying the giant Goliath.Small business owners viewing the Goliaths of their industry slugging it out using all the ma
In extreme and hopefully exceptional cases, you need to help them understand that they might have to make a choice. That choice is to stay or go. That is the first choice in coping with change. Do I stay or do I go? If you go, then you focus on finding a new career. If you stay, by virtue of that decision you become part of the solution and you are looking forward within your organization.
Coping only becomes hard for people who stay when they don’t become part of the solution. It’s when they sit in the streets of change and disrupt traffic. That is when their anxiety grows and over time they become miserable. You have to deal with those people privately, one-on-one. You have to help them understand the need to make the 'stay or go' decision. You owe them that honesty.
After being an atheist for most of my life I became a Christian at around 29. It had been a rocky road, so I was sure my Mother would be happy with the changes that took place in the years following my conversion. I was talking with her one day about my new life when she laid a great one on me. She said, "I think religion is a good thing, as long as you don’t let it interfere with your life".
Unfortunately for many people, change is viewed with about as much logic as Mom used on me that day. You have to manage people’s reaction to change. You have to be honest in your communications and most will ‘get it’. For those that don’t you’ll have to help them see the reality of the situation. Only then can they make the right decisions for them and therefore for you.
Show them the facts and let reality be the judge.
Ed Kugler
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