4 Steps to Frame a Change and Manage Your Team During a Transition Period Within Your Business
When business owners, business partners, and leaders learn to carefully frame a change for their team, group, or employees, they assume the position of role model and outline how they intend to approach the change, and how they expect others to respond and behave. This 4 Step approach to FRAME IT ensures greater success and more efficient outcomes. Unanticipated change within your company can elicit a wide range of emotional responses in you and your team. On one end of the continuum, change is sometimes met with enthusiasm if it's perceived as a positive. For example, if you provide increased healthcare or child care, or time off benefits, you will likely see relief, even joy, among your employees. Other types of changes however may be met with anxiety, even fear, when perceived as a threat to the status quo. This often occurs when there is a change of ownership when new leadership is brought on or there are shifts in roles and responsibilities. A third reaction to change in the work environment is a more neutral — a go with the flow, matter-of-fact, seemingly resilient response to shifts being implemented. This indicates the change is not threatening. No matter the size of your business, owners, business partners, group leaders, and team managers are faced with many demands in the work environment. Decisions made at these times roll out a series of change events for small business teams or for multiple business groups in a large organization. Success, for [...]