If your company has a goal of growth of any kind (revenue, team, system, etc.) you’re going to experience, or already are, a period of change. No matter how big or small the changes are, it is not uncommon to encounter the challenges of employee pushback and cultural shifts. Since this is a change for yourself as well your leadership skills may be challenged. Here are a couple tactics or strategies we provide companies like yours to help during whatever season you are enduring.
Clear is Kind
Some changes will be taken positively, and some negatively. Sometimes both! Either way, it is important to be clear from the beginning of the changes being made, the reason for them, and the expectation of your team. This allows them to feel in-the-know and understand this is a company decision, and not something they have a choice on.
When you are clear you are kind in two ways. First off, most individuals will appreciate this communication. Second, you have provided a clear expectation. If you do receive pushback or neglect of the changes, you can confidently confront the individual. Since you made these expectations clear, it should be no surprise to them. This is kind, as no one like to be caught off guard by an unexpected confrontation.
Mindset – Fixed or Growth
Every individual, including yourself, gets to choose if they will approach this change with a Fixed Mindset or Growth Mindset. To be the most successful, you should have a growth mindset. This means you approach change with the mentality that you are capable of growth, adapting, learning, etc. To have a fixed mindset is the opposite. This is when you approach challenges with the thought that you cannot learn, change, improve, etc.
When you have a growth mindset, it is a lot easier to put in the work to make those things happen – learn, change, adapt. Only once we have chosen this mindset for ourselves can we expect the same from our team.
Accountability
Accountability during change looks like requiring your team to follow the new process. When someone goes astray, you have to be able to politely remind them of the process and get them back on track. If someone continues to disregard the change, further conversation or disciplinary action might be required.
Accountability is necessary in order to achieve the results you are aiming for when a change is made. Only once you have made the change and your intent clear, along with your expectations, can you hold individuals accountable.
When your team has a growth mindset, accountability will be taken as helpful criticism and will help drive them forward. If an individual has a Fixed mindset, they will take accountability negatively. With a Growth Mindset culture and Clarity of the situation, you will find great success in holding your team accountable!
We believe when these three tools are consistently used during a period of organizational change, you will not only experience a smoother transition, but it will be more successful! Change can come with stress, HR issues, and cultural road bumps. When companies like yours are CLEAR with their team, have and encourage a GROWTH mindset, and establish ACCOUNTABILITY, these challenges are minimized and growth occurs at a faster pace.
What type of changes are your company going through currently? What kind of challenges have these brought? If you’re interested in discussing this philosophy further, reach out today!
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