Tuesday, September 28, 2021
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How to Manage Change in the Organization

Change happens and organizations should always be prepared and be a step ahead. It is not all the time that the organization is going to earn fruitful rewards. At times, the organization will face challenging times. There will be changes that would shake the organization from its core, but that will become an opportunity to rebuild it.

By implementing change management in the organization, you need to find new ways to foster growth by taking strategic measures that were not there before. For this to occur successfully, there is a need to opt for change leaders. Those change leaders will for sure leave a mark on the organization. I suggest you check on Richard Nahas.

Choosing the Strategic Measures 

The right leader knows what to do and when it is suitable to do it. Know that the change is often brought when a new budget has been allocated for the organizational expenses. Because at that time, there would be enough revenue that can be employed in bringing about the right kind of change. 

In addition to this, the leader must know about his workforce. Whether the subordinates are led to be obedient to their supervisors, or if there is a concept of give and take among them. The leader needs to make a decision about which approach works best for his team. 

Mostly, the bottom-up approach is highly favorable when bringing about the change since the strategic decisions are already known by the executive level positions. Mark Cuban is the lead in this regard, he is one of the greatest examples for leading and managing the workforce in times of change or crisis. 

Implementing the Right Kind of Leadership 

To implement the change, coming up with the right kind of leadership is mandatory. Firstly, the leader must dictate the whole process of what change is needed and why it is needed to every stakeholder of the organization, especially to the lower-level employees. Communicating a new vision will make them have a stronger and well-developed perspective of what to do and how to do it. 

That vision should follow by effectively managing either the positive or negative feedback from within the organization. Proper pieces of training must be provided to the employees and the leader should always be all the ears to the employees. They must not feel hesitant while sharing their concerns with the team lead. It is only then, that the incorporated new strategies could prove successful. I found Dr Richard Nahas as a pioneer in providing a very supportive structure to everyone inside the organization. It will help the employees in getting ready both emotionally as well as practically for the change. 

Final Thoughts 

Proficiencies demand to be built over time with every new mission, objective, and goal. Success is unattainable without having the right kind of leadership in the organization. While coming from the change management perspective, it is imperative to say that the business practices are inclusive of all the managerial and leadership practices. Without them, there would probably be no gains. 

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