Being able to embrace the new is one of the most important and inevitable obstacles all companies must face multiple times throughout their life cycle. There is always going to be a need for change.
However, for an organization to make the transition requires a good amount of empowerment and participation. To embrace the new and make the transition we need the following components: build the changing culture, prepare for the changing battle, and win the changing fight.
A company that is well-prepared for change with elevated levels of trust and accountability built into the company culture will be able to start preparing for the change battle. A solid plan must be created and communicated to all employees so that their mindsets and behaviors can adapt.
To make an empowered transition, you must first motivate the team and enlist participation at all levels. Giving more people the power to make change is paramount to success.
However, inspiring the team is one thing, but physically and psychologically giving them more autonomy to participate in the transformation process is critical.
Let us look at how we can embrace the new and empower others to make change happen.
Embrace The New With Collaboration
For any kind of transformation to occur, business leaders must understand that a strong focus on inclusion and collaboration is the core reason their efforts will succeed.
To embrace the new and achieve a successful mission, everyone must participate from the frontline all the way to the top, especially during times of change.
Now more than ever, we are aware of societal issues that play a crucial role in how we live our lives and do our work. From burnout culture and work-life balance to diversity, equity, and inclusion in the workplace and an ongoing fight against racial injustice.
Six Empowering Ways To Transition
This article is our way of helping you avoid these pitfalls and how you can empower employees to take ownership and effect positive and lasting organizational change.
1. Inspire Others To Lead
Being able to inspire leadership in others is an essential skill to behold.
To embrace the new, we require more inclusive leadership that ensures we treat all team members equally.
This means all team members will feel a sense of belonging and value. Everyone should feel comfortable being themselves at work, but more importantly, have the ability to lead autonomously and assertively.
Business leaders must therefore provide resources, courses, and the support necessary so that people can reach their full potential. The biggest challenge is to engage in courageous and difficult conversations in your sphere of influence as a leader.
However, when we embrace, we can give managers the space and place to think differently about how to be inclusive allies and advocates in the workplace.
2. Team Need Collaboration
Our world is becoming increasingly hyperconnected and operates in a hybrid manner. Therefore, business leaders will need to intentionally create teams and networks that drive performance, innovation, and engagement.
Particularly in large companies, where people split into a variety of different teams which can hinder collaboration, employee performance, and productivity. This can create obstacles to innovation and erodes employee engagement which contributes to stress, overload, and burnout.
If we want to embrace the new, managers must improve how they cultivate these networks. This means focusing on quality interactions, collaboration, and connection between their teams.
3. Stay Curious And Ask Questions
To embrace the new, business leaders should create a space that encourages dialogue and curiosity about what we do not know.
Old school traditions of having a business issue, providing a solution, and directing employees on what to do are long gone. Employees should feel comfortable asking questions and giving feedback and ideas to help managers solve dilemmas.
However, dialogue requires humility and an appreciation of having power and knowing how to exercise it. Also, encouraging conversation requires an insatiable curiosity about what we do not see and know.
To embrace the new, innovation, learning, and growth we must allow space for dialogues in systems that try to squeeze it out.
4. Reduce Bias To Promote Employee Growth
Out of sight, out of mind is bias and something we suggest combatting. This mentality makes it easier for managers, especially those working in hybrid environments to unintentionally measure and reward access instead of performance.
One way to counteract this bias is to make lists and check them twice. Rather than delegating tasks or offering growth opportunities to the first person who comes to mind, managers should write down each team member’s name and then review the list (twice!) to determine who is best suited for what they have in mind.
5. Build Connections To Create Respect
Work is more than your next paycheck. Whilst your worth is important, transactional factors are not the only way to retain and attract employees.
People need to feel respected, valued and acknowledged which comes down to how we relate to each other as individuals.
To embrace the new and create change, interpersonal relations should be a priority along with building our sense of self. The most successful managers are those who demonstrate genuine curiosity about what employees find meaningful.
Asking employees what they think is key to building positive human connections, because no action is more powerful than paying attention.
6. Create Leadership In Teams & Peer Coaching
Over the past two years, there have been managers who have felt massive amounts of stress, especially in the social and emotional well-being of their teams.
As a result, there is an increase in burnout amongst managers and their teams because they are not meeting needs. That is why we must embrace the new by empowering peer relationships and support that allows managers to prioritize team needs without burning themselves out.
Peers are better able to express empathy and compassion, solve problems, and make time. As a manager, rather than solving the need, set up the systems to help your team help each other.
With truly empowered employees, winning the change fight is much more likely. Business leaders should strive to manage fear and fatigue while instilling discipline and resiliency.