Tony Grimminck’s Post

Before even getting to the point of managing change, how do you decide if change is needed? Society has shifted to believing that so many people are resistant to change, and that it’s always good. Where does the resistance actually come from; why is it happening? Consider the following: ▪️Anytime there’s change (good or bad), the stress response is activated. ▪️Time is needed to adapt to the change. ▪️ Therefore, too much change at once can cause distress, overwhelm, anxiety, etc. ▪️Eventually, people do tend to challenge such. ▪️This is then defined as resistance to change rather than resistance to how it was handled. ▪️Sometimes it’s just lack of communication or leadership. ▪️Leaders who are new to an organization should also recognize they ARE the change. Therefore, allow teams to adapt to that first before implementing more, while the leader can simply focus on adapting to the new environment by learning, observing, listening and getting to know the people. ▪️Change can be great, but sometimes processes have already gone through many changes to get to the most effective place. Newcomers reinventing the wheel that has already been spun can be frustrating. ▪️Some changes are inevitable and beyond the teams control. Therefore, it may be best to wait before implementing others, that can wait, simultaneously. ▪️Change should benefit the team as a whole, the bottom line, service, and a process, not one person’s desires. ▪️Balance the old and current knowledge with new ideas from the people who actually use the systems put in place. ▪️Change should often start with input from the bottom, not always from the top. ▪️Evolve and utilize creativity and ingenuity while also considering that something that works doesn’t always need to be fixed.

Leading people through transformations requires human connection and empathy.

Engaging with this article was truly empowering, prompting me to reflect on the profound importance of embracing change. From my personal journey, I've grasped that change, inevitable and dynamic, can be a catalyst for positive transformations. It propels us to grow, acquire new knowledge, and adopt fresh perspectives. The article adeptly illuminates common reasons for resistance to change, with distrust in leadership being a notable factor. Embracing change, I believe, is a universal expedition demanding patience, persistence, and a readiness to learn. Openness to change fosters both personal and professional growth. #EmbraceChange #OvercomeResistance #LeadershipGrowth #ContinuousLearning #NewPerspectives #JourneyToDevelopment #TTLO #nolimits

𝐃𝐨𝐞𝐬 𝐜𝐡𝐚𝐧𝐠𝐞 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐬𝐭𝐚𝐫𝐭 𝐟𝐫𝐨𝐦 𝐚𝐛𝐨𝐯𝐞? We have mostly been led to believe that “real change starts from the bottom up“. But is there any better way? Our experience with 𝐒𝐏𝐈𝐈 𝐄𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧 led us to believe there is. An integrated way, that starts from above but originates from the bottom. We believe that if the management is not the first line fighting for change, actively demonstrating that it CAN happen, it will never actually do. Do you agree or not? 𝐑𝐞𝐚𝐝 𝐭𝐡𝐞 𝐟𝐮𝐥𝐥 𝐬𝐭𝐨𝐫𝐲 𝐢𝐧 𝐨𝐮𝐫 𝐥𝐚𝐭𝐞𝐬𝐭 𝐚𝐫𝐭𝐢𝐜𝐥𝐞: https://lnkd.in/gmy9fJs

Is change on the horizon for your team or organization? Check out the latest FranklinCovey blog. We share a few great ideas to consider as you lead your people through a transition. (It's a very quick read, so check it out!) #change #transformation #leadthroughchange #leadershipskills https://lnkd.in/gRxhTx-G

🌟𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜𝐚𝐥𝐥𝐲 𝐃𝐞𝐜𝐢𝐝𝐢𝐧𝐠 𝐒𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐨𝐯𝐞𝐫 𝐂𝐡𝐚𝐧𝐠𝐞 𝐟𝐨𝐫 𝐘𝐨𝐮𝐫 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 🌟 It is common for a company or a business unit chooses 𝗠𝗮𝗶𝗻𝘁𝗲𝗻𝗮𝗻𝗰𝗲 or what we may know as 𝗪𝗮𝗶𝘁 𝗮𝗻𝗱 𝗦𝗲𝗲 as their strategy for a period or a year where are there are a very few amount of change or new strategy being introduced. There could reasons why they are going through this route, based my own experience these are the several reasons why it is good to have a maintenance year: 𝟏. 𝐀 𝐦𝐚𝐬𝐬𝐢𝐯𝐞 𝐜𝐡𝐚𝐧𝐠𝐞 𝐡𝐚𝐩𝐩𝐞𝐧𝐞𝐝 𝐫𝐞𝐜𝐞𝐧𝐭𝐥𝐲 For every new change it is a must to have an adjustment or transition period to ensure everyone in the company got onboarded properly. This can only be done when prioritizing their understanding and acceptance over introducing more change. It is also important to understand that it will take time for the overall team to be able to get onboarded and produce the intended result hence the necessity to slow down and provide enough room for the transition. 𝟐. 𝐂𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐚𝐧 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭 𝐫𝐞𝐚𝐝𝐲 𝐭𝐨 𝐬𝐭𝐚𝐫𝐭 𝐚𝐧𝐨𝐭𝐡𝐞𝐫 𝐜𝐡𝐚𝐧𝐠𝐞 Not every company, leader, manager, or team member ready to accept new changes. It is essential to invest in the readiness of the setup before trying a different approach, it could be from tools used, operating methodologies, or even communication style and everyone have different pace to be ready. Having a clear long term strategy with defined milestones will help to communicate internally which excites them and keep their morale high to embrace the new change. 3. Focus on building a consistent brand image To be able to gain market trust a business or company is required to maintain their output quality at certain level. By reducing the amount of change or less surprises introduced, the team will have more time and focus to delivery the quality required (assuming the setup have adequate tools to support them). Through repeated great experience the industry will eventually acknowledge the value the company tries to project externally. Before you decide to introduce change in your organization, consider the following: 1. Will this change align with our long-term goals? 2. Are we changing for the right reasons, or simply for the sake of change? 3. How will this impact our team's morale and productivity? Sometimes, the best way to move forward is to hold steady and optimize from within. Change should be meaningful and strategic, not just a reaction to industry trends. #BusinessLeadership #OrganizationalCulture #StrategicPlanning #WorkplaceStability #ChangeManagement

Change. Change isn't just an inevitable part of the modern workplace; it's the driving force behind innovation and growth. As professionals, we're constantly adapting to new technologies, market trends, and organizational dynamics. In today's fast-paced world, the ability to embrace change is not just a skill—it's a strategic advantage. CHANGE IS NOT EASY! Over the years, I've had the privilege of being part of teams dedicated to reshaping organizational cultures. It requires not only addressing surface-level behaviors but delving deep into the core values, beliefs, and norms that define how things are done. It demands challenging the status quo, fostering open communication, and championing inclusivity at every turn. But why is this commitment so crucial? The legacy of such efforts transcends individual contributions. It becomes a part of the organization's identity—a beacon that guides future generations toward excellence. Every decision made; every initiative undertaken in pursuit of cultural transformation leaves an indelible mark on the organization's trajectory. And as leaders, it's our responsibility to ensure that this legacy is one of positivity, progress, and purpose.         So, to all the change-makers out there, I applaud your determination and resilience. Your efforts are not only shaping the future of your organization but also leaving a lasting impact on the communities you serve. Keep pushing boundaries, challenging the status quo, and inspiring others to join you on this transformative journey.

"We've Always Done It Like That": Embracing Change in the Face of Tradition Ah, the ever-present "We've always done it like that." This phrase, music to some traditionalists' ears, can often be a roadblock to progress. As a curious soul, I hear it frequently when asking "why" – a question that often sparks the most interesting discussions! But "because it's always been done this way" isn't the only answer we encounter, is it? Here are some other familiar refrains: *"Because I was told to."(Defers responsibility) *"Because no one else can do it."(Fear of the unknown) *"Because if I don't, then XYZ."(Focuses on potential negatives) * "Oh, this? It's not a big deal." (Minimizes the potential for improvement) So, how do we navigate change effectively – in the workplace or any endeavor? 1. Spark Curiosity: Instead of criticizing existing processes, ask open-ended questions that encourage reflection. "What if there was a more efficient way?" 2. Focus on Benefits: Highlight the potential for improvement: increased productivity, reduced errors, happier employees. 3. Collaboration is Key: Involve stakeholders in the change process. Their ideas and concerns contribute to a smoother transition. 4. Celebrate Wins: Acknowledge and reward those who embrace change and contribute positively. Remember, change doesn't have to be a scary monster! By fostering a culture of curiosity, collaboration, and a focus on positive outcomes, we can all become champions of progress. What are your tips for dealing with change? Share your experiences in the comments! #changemanagement #processoptimization #collaboration #innovation #culture #leadership

Organizations are exhorted to be eternally nimble, to stay ahead of shifts in the world that appear to arrive from every direction. This is happening against a background of social and political tumult that does not quit, and which is more than just background noise to our working lives. In such a context, is it humanly possible to be endlessly flexible and ready for change? #leadership #changeleadership #strategyexecution #strategiccommunications

If you keep chasing security in life, you’re going to miss out on opportunities. ✨ Here’s how you can grasp every opportunity for change as a leader of your team. 👇 Life is full of opportunities, but we can only find them if we are willing to take risks. The more we seek security, the less likely we are to succeed. But if we are courageous and embrace adventure, we will find that there is no security in life, only opportunity. As a leader, you know that change is inevitable. But how do you make sure that change is successful? Here are a few good leadership practices for simple change management: 🚨 Create a sense of urgency: People are more likely to embrace change if they understand why it's necessary. Help them see the benefits of change and how it will improve their work. 💬 Communicate effectively: Keep people informed about the change process, and be transparent about the challenges you're facing. Answer their questions honestly and openly. 💪 Empower your employees: Give people the autonomy to make decisions and solve problems. This will help them feel more invested in the change process. 🎉 Celebrate successes: When people achieve milestones, take the time to celebrate their success. This will help keep them motivated and engaged. ⏳ Be patient: Change takes time. Don't expect everyone to embrace it overnight. Be patient and understanding, and keep working at it. 👨🏫 Be a role model for change: Show people that you're committed to the change and that you're willing to make it happen. Things don't always go according to plan, so be prepared to adjust your approach as needed. A positive attitude can go a long way in helping people embrace change. Change can be challenging, but it's also an opportunity for growth. By being a good leader, you can help your team successfully navigate change and emerge stronger on the other side. #opportunity #mindfulness #workculture #leadership