COVID-19 is requiring leaders to figure out new ways for navigating change at work. It’s okay if you feel a little overwhelmed. At the same time, try to see if you can introduce some structure for your upcoming big decisions.
I’ve found some of these points to be very useful, as part of that important process:
New Path or New Course?
When it comes time to make changes in your organization, you need to think about the scope of the change. I think of it like either taking a new path, which is slightly different way to the same place, or a new course, which takes you to an entirely different destination.
One isn’t better than the other but the more change you introduce, the more disruptive it may be on your team and your bottom line. It also may be harder to implement.
For example, a change in path for a restaurant could see it simplify its menu by removing some under performing items. The change is a minor disruption.
A course change would see an Italian restaurant suddenly start serving Chinese food. It’s the kind of move the requires a lot of adjustment, from marketing to supplies.
Neither change is necessarily better than the other but you need to be mindful of whether you have the time and resources to make the shift.
Limit Your Focus
Under pressure, you may feel like you need to solve every issue at once. That’s a prescription for burnout.
Prioritize the things you need to accomplish. Understand there’s likely no way you can do all of them.
Sometimes when we say, “no” to something, we’re saying, “yes,” to something else. And that thing may be more important.
By prioritizing, you’re making sure your time, a scarce and valuable resource, is invested well.
Navigate Change at Work with Your Team
Under pressure, some leaders may start to isolate themselves from the rest of their team. While this may help your focus, you lose out on support from your employees.
You should not have to do it all alone. Think of your colleagues, as resources. They may have different and valuable perspectives of your organization.
Ask for their opinions on issues that come up. You’re not required to follow all of their suggestions but simply by asking and listening, you can gain valuable insight and improve employee engagement.
Evaluate Your Progress
After you’ve made a change, let some time pass and then revisit the decision. Is it producing the desired outcomes?
Sometimes adjustments are needed or something random is impacting your strategy.
It’s empowering to perform this assessment and react accordingly. Some will choose a time frame, like three months, when the evaluation will take place, even if it seems like everything is going well.
Smartly navigating change at work can lead to successful outcomes and focus on an improved future.
Ken Okel Performs Virtual Keynotes
