Timing of any change is a very essential thing. It can turn one’s organizational image upside down, and if valued and taken care of while making decisions, can help you skyrocket with the change of circumstances. While given a scenario of being the head supervisor of any organization, many of us even, being skilled enough, struggle with the execution of it at the wrong time. When you react spontaneously to the problem at hand, the results are very overwhelming.
While changes are an integral part of an organization, they tend to bring along the most disruption. They can put you through the scenario of reconstruction where you might question every decision you’ve ever made. The changes might spin the heads of the ones at higher power in such a way that they forget their staple patience, and instead of answering the questions at hand, they might try to escape the problem by weeding them out. But as their flight responds little do they know it is no one but themselves who’ll have to render the loss later.
An organization mainly goes through the following phases of change – reinforcement, mobilization, and sustenance. But the initial two phases take a lot of time for a company, and they’re usually unable to witness the last stage. This is very remorseful because the third stage is actually the stage where we try to conquer the change and ingrain it.
Although making the changes might come with a cliche. Employees might be disinterested in the beginning- but this is where the actual brainstorming lies. And when so many people ponder over-improving something, those efforts never go in vain. For all we know, is without bringing in every single member of the team the mission can’t be achieved.
So, here is a road map of all the stages and getting the entire work with the same zeal:
AWARENESS – This stage involves the process of creation of understanding by the superiors in making things understandable to them in the best way possible.
INTEREST – Along with understanding, it is important to note how they perceive the idea. If they don’t do it nicely, hear from them what possible modifications can be made, and lend an ear to hear their take on it.
And lastly, the stage of :
Trying – Trying out the changes and accepting them mindfully. It is important to note that no member should be denied of their right to go through these steps because, in the end, all of them are an asset.
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