Change Management In 5 Simple Steps

time for a changeChange is hard for individuals. Change is not an event with an exact start and stop point; it is a process. Each step made towards change, even when small, is still a step in the right direction. This can be hard for many individuals to understand, and it will even cause them frustration.

As a leader it’s important that you are aware of the different stages of change, not only in order for you understand the actions and events happening with and within your group but also for you to be pro-active in your own actions.

We’ve made it easy for you and outlined the basic 5 stages of the change process:

Stage 1: Awareness – Individuals aren’t yet consciously aware that change is necessary or desired. Think of a change that you would like to implement with your employees. In your next meeting, create awareness of why the change is necessary.

Stage 2: Desire – Now there is awareness that change is needed, but no one has committed to making the change.
In your next meeting, go over the pros and cons of making the change. Ask your employees what they think the pros and cons are. Help employees by removing the barriers of the change (address the cons that are mentioned).

Stage 3: Knowledge – This is the stage where individuals start making plans to change.
Make sure that you give a clear picture of what the change will look like so that your associates are able to make an easy transition.

Stage 4: Ability – Here is where you will make the change. To stay successful, you will need strategies to maintain the changed behavior and resist old behavior.
Recognize employees for making the change and resisting old behavior. Provide coaching and help your employees associates stay focused on the new behaviors.

Stage 5: Reinforcement – In this stage, the new behavior remains stable and consistent. Coping strategies are strengthened or modified to make sure maintenance is sustained.
Continue coaching your employees as they strive towards the reinforcement stage.

Do you want to learn more about change management or do you need some support going through a major change in your organization? Get in touch with us for a dialogue about how we can help you through a successful process.

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Performance reviews – not only a “once a year thing”

mark-804935_1280For many people, a face-to-face performance review is the most stressful work conversation they’ll have all year. For managers, the discussion can be just as tense.

What a performance appraisal requires is for one person to stand in judgment of another. Deep down, it’s uncomfortable. It’s important though to minimize the stigma of a single once-a-year review.

First of all, a performance review isn’t a once a year meeting. It’s a series of short meeting throughout the year. Meet regularly – and of course individually – with your employees to discuss how their performance is helping them achieve their goals. Establish a regular meeting with each one of your team members to review their performance.

When you are having your meetings with your team members, always align performance with mission, vision, values and your expectations. Ensure that your employees know how their everyday tasks fit into the bigger picture. Ask employees how some of their tasks help accomplish the organization’s mission. If they don’t know, share your input. Remember it’s not a test for your employees – communicate with them, don’t interrogate.

Set long-term goals. A performance review is an opportunity to set goals for the entire year. This allows you both to make course corrections throughout the year. Prior to your performance review, ask each employee to submit goals they would like to work on this year. Review and adapt the goals so they help achieve the organization’s mission, vision, values and your expectations.

“Coach your employees constructively”

For your employees to know exactly what it is that that you want from them you need to be able to coach them constructively. Tell your team members what actions they need to stop, start and continue in order to be the most effective in their team. Some questions to ask yourself are: What is your employee doing now that is not working and should stop immediately? What actions should he adopt and start? What is he doing that is highly effective and should continue?

Also, when giving feedback, be specific and focus on the behavior, not the person. State what was observed, what is expected, confirm their understanding and get their commitment to improve going forward.

“Set your team members up for success – it’s your mission as their leader.”

Your team members wants to know how to become even better at what they do and to be the best or their team and the organization. They want you, as their leader, to be pleased with their performance. Make sure that you are giving them the tools to succeed!

Do you want to know more about how to improve your leadership and at the same time learn to better communicate with you team? If so, get in touch with us for a free assessment and dialogue on how we can help you. Contact us at gustolifegroup@gmail.com

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How To Get Unrivalled Employee Engagement

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Imagine a workplace where employees take full ownership for their team’s performance and where the culture fosters innovation and interaction. Where transparent, honest and uplifting conversations take place between employees and leaders. Picture a workplace where employees are fully supported and where the culture has gone beyond ‘empowerment’. And then imagine achieving this, so that the organization has unmatched commitment, attendance, performance and customer satisfaction.

The spirit of employeeship

Does it sound too good to be true? It’s not. This is the spirit and the reality of employeeship. This simple, yet fundamental approach to transforming attitudes at work has provided outstanding results in Scandinavia. And now the rest of the world is catching on fast too.

Leaders and employees who have been engaged in employeeship see their role as much more than just the carrying out of formal instructions passed on from the leader to team members. They see it as a way of helping individuals grow, professionally but even more so in a deeply personal way. And since employeeship is about aligning individuals’ innermost values to what they do every day – in relation to their work and to the people they work alongside – they experience increased well-being in life.

Organizations that have successfully implemented a culture of employeeship not only get better everyday conversations between managers and co-workers but they also gain deeper knowledge of employees’ skills and talents. Furthermore, they experience a much greater sense of engagement and responsibility amongst their employees.

It’s not a program or project – it’s a culture

It’s important to remember that employeeship is not a development program or a project. It’s a work culture. One that is not implemented by simply improving employee engagement with suggestion boxes, “employee of the month”-awards or different bonus programs. It goes much deeper than that. It’s like empowerment on steroids – without negative effects.

Leaders and employees act together as partners in the workplace. That means acknowledging and taking responsibility for your part as a team member as well as standing up for what you believe is right. It means going beyond what is required in your job description. Employeeship is doing what is in the best interest for the team, the organization and foremost, for the customers. In its essence it is about placing yourself in a position where you act as a co-builder of the organization you belong to. Where you are part of something larger than yourself and your work isn’t just a job but a meaningful experience. How can it possibly get better than that?

If you want to know more about employeeship or about how to implement this fundamental game-changer in your organization too, get in touch with us for a dialogue on how we best can be of help to you.

5 Things Successful Leaders Do

Leader
No one is born a leader. Leadership, just like life, is a constant “work” in progress – a never ending growth process. It’s not always easy but it’s always fun! There are a few basic things you can do though to be a better leader:

1. Do. Not. Ever. Loose. Your. Temper.
I can not stress it enough, a successful leader never loses her temper. Your employees might forgive many of your shortcomings but I can assure you, they will not respect you if you can not control your anger. Nor should they – it’s an abusive attribute.

2. Include your team in your decision making process
Some leaders have a tendency to make all decisions by themselves. There’s really no valid reason for that. Your employees are chosen to work in your organization for a reason and regardless of their initial skills, by including them in your decision making process they will not only grow individually and as a team, but their improved workplace engagement will grow your business as well. Also, your employees are more likely to react positive to something when they are trusted with the reason(s) behind your decision. Make “why” one of your new favorite words.

“Great leaders explains the ‘why’ behind their reasoning.”
– Ulrika @GustoLifeGroup

3. Encourage learning
Successful leaders creates an open minded, conscious and positive work environment. Initiatives from their team members are encouraged. “Good” ideas are publicly recognized and ”bad” ideas are never trashed. As a matter of fact, what you say and how you act when presented with a new idea by an employee is part of that which will make or break your success.

boat-606187_12804. Be a coach and a role model
Being a leader also means being a coach. Learn, encourage and if needed, correct your team members. Just like with children, your employees aren’t going to do what you say, they’ll do what you do. Don’t expect – or worse, demand – that your employees live up to a standard that you do not live up to yourself. Lead by being a good example – “walk the talk” in other words.

5. Define your expectations
Clarity is always good! Be clear with your expectations on each individual employee but also on what you expect from them as a team. Use the organizations different policies, work descriptions and the employee hand book as tools – it’s what they are made for.

Remember that your employees have as much invested in your organization as you have. No matter their individual desires and goals, they want to feel good about their work. They want to succeed. As a leader, you’ve got a huge responsibility in making it happen – you can change someone’s life for the better. Do it, by being the best leader you can be!

Are you prepared for the leadership challenges of the future?

future leadersAdaping to the new demands on leaders

Today’s leaders will need to abandon much of their current thinking and behavior in order to succeed as leaders over the next two decades. If you want your business to not only survive but also thrive you’ll simply have to adapt to the new skills and competencies needed.

We can already see changes taking place within organizations, slowly adapting to the new work culture. There’s a clear moveChange towards greater individualization as current work processes are being modified, to better suit individuals rather than the organization. Independent work and time management is also being promoted, allowing employees time for their personal projects if they so wish. Old school hierarchical organizations are being flattened as employees are demanding accelerated leadership and continous feedback.

Employeeship – with responsibiliy, loyalty and initiative – is on the rise and conscious leaders are already learning to balance the roles of coach, boss and mediator. As a future leader, you’ll be expected to manage through influence rather than authority and be able work through collaborative approaches inside and outside your organization. But that’s not it, you’ll also need to have a deep sense of integrity, curiosity and transparency as trust will be a keyword in order to create loyalty amongst your employees.

Work CultureDoes it make you feel overwhelmed? Don’t be. It just takes a little bit extra courage to go against a culture of hierarchies, micro-managing and low employee appreciation. However there are great organizations to learn from, all over the world.

Organizations in the Scandinavian countries are decades long experts on employeeship – it’s even a legal requirement to involve employees in major decisions. Which in itself creates problems at times but that’s a subject for another post. Other great examples are also companies that successfully are practising servant leadership as parts of that “philosophy” are transparent influential leadership and active employee engagement.

What is your organization doing to attract and keep the new generations of employees? And how are you personally developing your leadership to meet the new standards?