In the book “Walk Awhile in My Shoes.” by Eric Harvey and Steve Ventura 2022, explains the view for both employees and managers, explains the way each feels about change. These 2 different viewpoints explain the ‘why’ each acts the way they do.
On Change
Change is an inevitable part of life, and in the business world, it is more of a constant than a variable. However, the fear of change is a common sentiment among professionals at all levels of an organization.
This fear comes from uncertainty, lack of control, and potential risks.
But change, when managed effectively, can lead to growth, innovation, and long-term success for the company and the individuals involved.
Below we will explore strategies for mid-level professionals to cope with and effectively manage change in your role, drawing inspiration from the book “Walk Awhile in My Shoes” by Eric Harvey and Steven Ventura.
Understanding the Fear of Change
As mid-level professionals, you often find yourself in the tricky position of being the mediators of change. You are the ones who must implement the changes directed by upper management while also managing the reactions and fears of your team members. This dual role can lead to feelings of apprehension and uncertainty.
“Why are we making another change?” is a common question you face. The fear comes from a lack of clarity about the reasons behind the change and the impact it will have on your roles and responsibilities. Without a clear understanding of the change, it can be challenging to communicate its necessity and benefits to your co-workers and team members.
Strategies for Embracing Change
Be a Part of the Change
One of the most effective ways to manage change is to be an active participant in it. Position yourself as change agent who support and sponsor the change. This attitude creates organizational success and provides job protection as it demonstrates your adaptability and commitment to the company’s goals.
Being a part of the change also means being in it with your boss. Collaborating with upper management in the change process can lead to a better understanding of the change and its implications. It allows you to voice your concerns, provide your inputs, and seek clarification on any aspects of the change that are unclear.
Practice Patience and Sensitivity
Change can evoke a range of emotions among team members, from excitement to anxiety. It is essential to understand these emotions and respond with patience and sensitivity.
Listening to concerns, addressing questions, and providing reassurance can help ease the transition and foster a positive attitude towards the change.
Be Decisive
Change is hard. Being indecisive about a change can create confusion and uncertainty among team members.
Therefore, it’s crucial to be decisive and provide clear, consistent communication about what the change means for the team’s roles and responsibilities.
Make Necessary Adjustments
Change requires adjustments, both at the organizational and individual levels. You must be willing to make these necessary adjustments and guide your co-workers and team members in doing the same.
These adjustments could involve learning new skills, adopting new technologies, or changing work processes.
By being flexible and adaptable, you can turn the challenge of change into an opportunity for growth.
Change is not something to be feared but embraced. As a mid-level professional, your role in managing change is crucial for the success of your team, your co-workers and the organization. By adopting the right attitudes and strategies, you can navigate change effectively and confidently.
Remember, change is the only constant, and the ability to adapt to it is a valuable skill in the dynamic corporate world.
So, the next time you face change, don’t just go through it, grow through it.
Looking for more awesome strategies on how you can be the best mid-level leader?
