In a world that is becoming increasingly unpredictable, rules and regulations have a tendency to keep things predictable. Yet some rules and regulations are obsolete. When rules don’t serve a purpose, they hinder the generation of new ideas and initiative. Once rules get into place, however, they’re very difficult to get rid of. Ever wonder
This is the time to do a little self-evaluation. Be honest with yourself. Chances are, there are areas in which you need improvement. If you answered “no” to any of the questions above, you have some work to do. Walking the talk is not easy. As long as you are aware that your actions will
Good communication can minimize resistance. The way in which you communicate a change to your employees will make a huge difference in how change is either accepted or resisted. A poor approach to take when change is occurring is to speak in generalities. Even worse is not to communicate at all! Rumors will escalate and
Change implementation requires involvement from all members of the team. Involve everyone in one way or another. When you just give orders without asking for employee input, team members don’t feel as though they are a part of the program and will likely resist. Input and involvement create ownership. Ownership will motivate them to work
It’s not difficult to understand that, during times of change, an employee’s first thought might be, “What will happen to my job?” or “Will I keep my job?” If employees feel threatened, they will resist, because they see no benefit for themselves. No workers have ever been motivated by any kind of change that is
When things are going well, there is often the mistaken belief that things should be left as they are. Innovative organizations, however, must remain alert to what their competitors are doing and for possible threats in the marketplace. Neglecting to do this would be comparable to playing Russian roulette! Leadership guru, Peter Drucker, so aptly
