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“Change is inevitable, but growth is optional.” – John C. Maxwell
Change is inevitable in any organization. Whether it’s implementing new policy, technological advancements, or reorganization, how leaders handle these changes significantly impacts the organization’s success. This blog explores how leaders can help their organizations thrive during change by addressing three critical questions.
Understanding the Stages of Concern
During any organizational change, people go through stages of both informational and personal concerns. They want to know what the change is, why it’s happening, and how it will affect them. If these concerns are not addressed early, rumors and misinformation can spread, causing fear and resistance.
People sense when change is coming and if leaders do not effectively address their concerns, the change process may face additional challenges. To manage this issue, leaders should ask three key questions: What choices do you have? What meaning can you make from all this? and What can you learn? These questions help satisfy three basic psychological needs that employees have – autonomy, relatedness, and competence. Addressing these needs helps to optimize employee motivation.
1. Ask “What Choices Do You Have?”
People often feel powerless when faced with changes that they did not decide to make themselves. However, they always have choices. They can choose their attitude towards change, their level of engagement, and their willingness to learn and grow.
Encourage employees to recognize their choices and help them connect these choices to their core values. When people feel they have autonomy, they are less likely to see change as a threat and more likely to participate positively in the transition.
2. Ask “What Meaning Can You Make from All This?”
In times of change, people need to find meaning in chaos and uncertainty. Leaders can play an important role in helping their teams see opportunities for collaborating with others, strengthening relationships, and contributing to shared goals.
Leaders should also help their teams understand the value of their daily contributions. This fosters a deeper connection to the organization’s goals. When people see the bigger picture, they are more likely to stay motivated and committed during times of change.
3. Ask “What Can You Learn?”
Learning and growth are an essential part of the human experience, and leaders should emphasize its importance during transitions. By encouraging employees to reflect on what they can learn from the change, leaders can renew their desire for growth. They can highlight the skills and knowledge that can be gained and how these will benefit both the individual and the organization. This approach addresses the need for competence and helps to boost morale and engagement.
4. Embrace Motivation Science During Change
The role of a leader during times of change is to create an environment where people can satisfy their psychological needs and find motivation during the transition.
By addressing personal concerns at the beginning of the change process, leaders can help their teams grow and develop. This proactive approach ensures that people are better prepared to handle change and can do well even in uncertain situations.
Conclusion
For an organization to thrive in the midst of change, leaders must be empathetic, insightful, and proactive while addressing the psychological needs of autonomy, relatedness, and competence of their team members.
The greatest guidance a leader can offer is the ability to help people not just survive but thrive during times of change. By asking the right questions and fostering an environment of growth, leaders can turn challenging times into opportunities for development and success.
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