Anne runs our popular Change Management courses in Brighton, helping businesses understand how to implement change with that has a lasting effect.
When planning and managing change, people often focus on the project plan and benefits the change will bring, without really thinking through what really creates change. Redesigning the organisational structure, giving people new titles, and producing slick presentations can help produce the illusion of change, but what’s really different?
Change comes about when people behave differently – and therein lays the difficulty in managing change. Most change programmes are logical in approach – actions are decided, milestones planned, fancy reporting graphs are prepared, and sometimes, just sometimes, success criteria and evidenced outcomes are identified. But how much of this leads to true change? Because this is the real issue – people are not rational. They may acknowledge the big ideas, the proposed benefits, and project plan, but what they are really interested in is “what’s in it for me?”, or even more often “what have I got to lose?”. Because deep down that’s what many people associate change with – loss. Read the rest of “Managing Change”
In the workplace you are always going to come up against awkward people, and unlike in your personal life you can’t just ignore them.
These are the people who seem to go out of their way to derail a project or create dysfunction in the office. There are a number of types to spot from the incompetent & indecisive to the control freak & villain. Common words include ‘can’t’ and ‘won’t’ and there is a distinct tendency to place the blame on others in every situation.
No matter how much you don’t like it, these people are a part of every team and every office and so it is better to learn how to deal with them rather than wasting time fighting them.
Many problems are caused by change but these can be negotiated with Change Management training. Our Leadership and Management Skills courses also have modules on dealing with uncooperative co-workers.
Use these tips to try and create harmony, rather than division, in your team.
Stay Action Focused
Awkward people enjoy two discussions: what went wrong in the past & what will go wrong in the future.
Neither discussion is useful and does little to move forward. Do not indulge in these conversations and seek to avoid them. Explain why you need to move forward and look to them for options. Read the rest of “Managing Awkward People”