The unprecedented events over the past 10 days, since Malaysians opted for wide-ranging reforms in our system of governance, have meant that nearly everyone has had to deal with changes in many aspects of life.
To some of you, this means an entirely different set of values will govern the way your work; that you will embrace, gladly. And to others, you may find yourself in unfamiliar and uncharted territory.
Organisational culture will shift, and old ways will be shunned. It remains to be see how much of the desired change will actually be translated into action. But, I recommend that you brace yourselves for coping with this tectonic shift in the way we all conduct our work-life.
Change is always an unavoidable part of life. However for most people, change and the resulting difficulty, are very tough to negotiate. At your work-place, adjustments can come abruptly, and they could possibly alter your lifestyle, and perhaps even your entire career.
I expect that some of you already fear losing your jobs, or getting transferred to unfamiliar positions. At times like this, you might find yourself dealing with heightened levels of angst, uncertainty, anger, and job-stress.
In my time as a management consultant and executive leadership coach, I have come to realise that the only way forward is by mastering fear, not resisting the change, and not being overwhelmed by the challenges.
It is incumbent upon organisations to empower management teams and employees with the necessary skills to effectively manage changes at the work-place. If you strategically prepare yourself, you will perform better, regardless of what changes you might face.
For leaders of government departments, agencies, and also to those in the private sector that have been affected by these national changes, I suggest three primary strategies that will help you guard against counter-productive behaviour.
The first is to prepare your managers. You must assist your managers understand the emotional nature of the change, and to provide them with the tools to address issues that will arise.
This means that you need to offer strong leadership that determines how your team will perceive these changes; how they react to others; and how well everyone collaborates together under trying conditions. Very few organisations provide training on managing change. This usually leaves managers unprepared, and having to deal with the fallout, on their own.
Next, be real and recognise emotions. You need increased levels of empathy. And, you will need to help increase ‘emotional intelligence’ across the board, in your organisation.
The perception that the top management is aware that their team is dealing with tough emotions, is vital. This will help your people realise that allowing their emotions to control decisions can be detrimental.
And the third strategy is that you need to focus on constant communication.
Many leaders tend to go into self-preservation mode by staying silent, in the face of adversity.
This is a very bad move. Gossip thrives during challenging times, and your silence will allow the rumour-mill to go into overdrive.
You must keep everyone updated on decisions. Speak to people directly, or constantly keep everyone in the loop via communiqués. This becomes a real high value task for you. You need to make your team feel that they are a part of the process of change.
For employees, I also offer three strategies to cope with dramatic changes at work.
The first is that you must force yourself to maintain a positive attitude, and accept that change is constant. Quickly understand that your new situation might not be ideal, but obviously your previous situation, probably wasn’t either.
Throughout your career, you may have already dealt with changes in your job. If you haven’t, be sure that it will happen at some point. Change comes whether you like it or not. This is the reality. Focus on the fact that change always presents you with new opportunities.
Next, is for you to understand the emotions associated with change at work-place. This helps you cope better. I always ask the people I coach to research the “Change Curve”, which is a powerful model used to understand the stages of organisational change.
Understanding the emotions associated with change, and the transitions involved, will help you cope. It will show you where and why you are on the curve. It will also give you the knowledge that everyone experiences similar emotions during change.
The third strategy is that you must remain flexible throughout the process. Finding balance is important. You don’t want to become the office doormat, or just accept things that you truly don’t believe in.
However, you must accept a certain amount of compromise that is a natural consequence from changes at the work-place. If you refuse, or resent everything that comes your way, I suggest you start looking for a new job.
Change has come, now learn to cope with it.
Shankar R. Santhiram is managing consultant and executive leadership coach at EQTD Consulting. He is also the author of the national bestseller “So, You Want To Get Promoted?”