• Supporting Staff through times of Change

    Supporting Staff through times of Change


    Continual Change Creates Turbulent Seas


    It’s fair to say that change is pretty much a constant these days.  It’s happening everywhere, all around us at an increasing rate and complexity and the impacts are like ripples on a pond, or waves on the ocean.  Because of this, the magnitude, urgency and frequency of change fluctuates and the ability of the people to survive it waxes and wanes as they’re tested.  As a result change can drive some pretty stressful peaks and troughs for many organisations and their people.  A little bit like a boat in a rough ocean, it may not be any one wave that upsets it but the continual, relentless beating it takes that eventually does it in.

    As a recent local example of significant organisational change occurring in an environment where people are already weary and fatigued can be seen in the recent State Gov’t election held here in Queensland, Australia.  Many of the programs that have been in development or delivery for a long time have overnight been halted if not cancelled altogether.  This is despite that fact that significant organisational change had already occurred to make them possible in the first place.  Now I’m not taking away the incoming Government’s right to review, cancel, change or add programs consistent with it’s policies, programs and views.  I’m not.  What I am commenting on is the significant and detrimental impact that one large change after another, after another and so on… has on the people needed to make those changes work.  Change fatigue is a very real thing, wherein people are so worn out by the rigours, uncertainty and challenge of large scale organisational, or perhaps more broadly, environmental change.  To use another metaphor, think of the camel and the straw scenario wherein the camel was being loaded with a bunch of straw, strand by strand.  It was able to support the full weight until that one last straw went on and then ‘snap’.  Broken camel.  So what’s the final straw for you or your people?   If you are leading your people through times of change (and the chances are that you are even if you think you are not) then here are some simple things to keep in mind.

    1. Communicate Well
    2. Tackle Change Fatigue
    3. Listen to Concerns
    4. Dealing with the Impact on Individual Managers
    5. Develop Resilience (shameless plug here – I deliver a Resilience Development workshop that is getting great feedback)
    6. Maintaining Engagement during Change

    Yes I know…. often easier said than done, but it’s through practice and the attempt that you’ll learn so it’s better than doing nothing.  I’ll elaborate on each of the above points over the next few days.



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      Sean is an experienced coach, speaker and facilitator who is passionate about improving the relationship between people, their work and the organisations they work for. If you want to get the most out of your managers, supervisors and their teams and think that work can or should be a rewarding and enjoyable component of a productive and meaningful life it might be worth a chat.

    3 comments on “Supporting Staff through times of Change

    1. Pingback: Supporting Staff Through Times of Change… | Blaze Unlimited - Sean Reddell - Change Management and Employee Engagement

    2. Pingback: Supporting Staff through Times of Change – Managing Change Fatigue | Blaze Unlimited - Sean Reddell - Change Management and Employee Engagement

    3. Pingback: Supporting Staff Through Times of Change – supporting managers?? | Blaze Unlimited - Sean Reddell - Change Management and Employee Engagement

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