Mohammed Abdul Jawad

1 year ago · 2 min. reading time · visibility 0 ·

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Adopting and Implementing Changes

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Without innovative approaches, nothing changes in the working styles, and progress ranks at lower levels. 

To be an effective change leader you have to assess organizational culture. Take a top to bottom approach. Chart out major hurdles, then look for little discrepancies. But how? Review the prevalent managerial philosophy, sum up what’s agreeable and where are the gaps and try to have employees’ perceptions. As problems surface out, even headaches are felt. Now, all you need is a good leadership and applied innovation to make things happen.

Now that you noticed the surroundings, jotted down your expectations and want to kick-start a major cultural shift in your organization. Next, decide to form a team of key players. Identify what are the requirements for the needed changes, communicate your goals with the team, schedule meetings and collaborate for workable initiatives and be committed to maneuver and accelerate change processes. 

Nothing happens overnight. It takes days and months to witness changes and accomplishments. Importantly, come up with a communication strategy to make things clear. And try to convince your employees why you want to bring in changes, in what ways they will benefit from those changes and what will be the impact on the company and its culture. If you don’t convince them, certainly they’ll get confused.

Changes for betterment does make sense. On the basis of this cliché, come up with a simple awareness campaign. Well, make your message clear. Let everyone understand that changes are going to happen in order to remove obstacles, improve processes, manage expectations, train workforce, enhance productivity, witness progress and boost profitability.

Let your workforce realize in what ways they are assets to the company and how can they make a significant contribution. In return, appreciate their efforts, promote and reward them. Otherwise, pressurizing them with compulsive daily overtime and slogging them on weekends looks all monotonous.

Employees don’t feel lethargic with the burden of work, but they become unhappy and stressed when they lose work enthusiasm due to chaotic company culture, lack of team-spirit and slow changes for betterment of work environment. In fact, a selfish culture will only make employees disengaged and reckless. 

What are the uses of manufacturing innovation, strategic development or commercial analysis for sheer profitability when the company is bereft of unique organizational culture and employees are without rank behaviors? Surely, workers, in absence of culture and motivation, will find a dreary atmosphere, and eventually they will put no extra efforts or show eagerness for proposed changes.

Listen to your employees. Evaluate their ideas and insights and reciprocate to them. Motivate them to churn performance and keep them ‘on the go’. When you reward them appropriately, you are actually boosting their motivation levels, and they will do what they are supposed to do. 

It’s true that a process of adopting and implementing changes is a challenging and strenuous task. But, on the whole, if we fail to bring in dynamic changes in a workplace culture, then we lag behind. After all, change is the rule of life.


Image source: Pixabay.com


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Comments

Mohammed Abdul Jawad

1 year ago #7

#1
Thanks for reading, commenting and sharing the post.

Mohammed Abdul Jawad

1 year ago #6

#3
Thanks so much reading and commenting on this post. How sometimes one’s life becomes miserable with all that burdensome work, vexing stress and deteriorating health. And then, it’s pity on stressed, tired and workaholic employees who lack genuine time off to have musing for social life. Definitely, we earn more by putting on excess hours—that’s counted as ‘overtime’, and at the end of the month, we get a ‘fat pay’. Shouldn’t we think that we are earning stress too—that horrible stress, which can lead to many ailments? Oftentimes, we get squeezed between aspirations and accomplishments? Certainly, we can minimize stress when we practice moderation and patience to strengthen ourselves and hopes to keep life on the move.

Mohammed Abdul Jawad

1 year ago #5

#4
Thanks so much for reading and commenting.

Marisa Fonseca Diniz

1 year ago #4

Great tips Mohammed Abdul Jawad!

Cyndi wilkins

1 year ago #3

"Let everyone understand that changes are going to happen in order to remove obstacles, improve processes, manage expectations, train workforce, enhance productivity, witness progress and boost profitability." True...and just to throw in a bit of a twist... very often those changes initiate the stress and anxiety that contributes to poor health for some in vulnerable positions. I was just having a conversation about toxic work environments with a client this morning...She was commenting on how hers has become so bad that it is keeping her up at night with bodily pain and nightmares...A 'red flag' moment that signals the necessity for change. if we fail to bring in dynamic changes in a workplace culture, then we lag behind" Yes, and sometimes those changes need to be made by us (the employee) if we are not in alignment with the coming changes of a particular 'work culture.' Let your body be your guide...It is a very effective partner to our conscious development. It signals us when we are walking the path to self destruction. If we ignore it, our quality of life suffers...Our energy is diminished and we quite often fall ill. Sometimes the more responsible choice for the 'person' is to seek an alternate environment that rekindles the spirit of learning.

Zacharias 🐝 Voulgaris

1 year ago #2

As Heraclitus said, "change is the only thing that's constant in the universe!"
Indeed dear Mohammed Abdul Jawad- change need persistence and patience.

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