August 2013
This is where you are, but… | THIS is where you WANT to be… |
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Leadership Skills Necessary to Support Change
Over and over people bemoan, “Things are changing faster than ever.” Changes in what we do, how we do it, and who we do it with can leave employees out of breath and overwhelmed. Because employees and family members often feel caught in the middle of all of these changes, leadership needs to know what people are experiencing and what to do to assist them. All will benefit when guided respectfully through the predictable reactions to the various stages of change. The reactions may include conditions such as debilitating stress, poor morale, attitudes of non-commitment, and reactionary impulses, just to name a few.
The ineffective “olden days” when top leadership mandated, “Jump!”, and all employees responded with, “How high?” are gone. Companies nowadays have to change their focus quickly to excel through these more complex times. From the mass production models of the industrial revolution to today’s technology-based, high-speed information systems to the rapid-fire future issues of our global economy that are just around the corner, it behooves all of us to find a systematic way to grow ourselves and our people. The secret is to take the time to realign, rebuild, and recharge our departments and divisions, as well as to empower and revitalize those seemingly tired, angry employees to go forward, step up, and successfully meet the challenges that come with any change. Experiencing any major change process, like a merger or family succession plan, for example, is similar to experiencing a surgery. Like with surgery, every decision that is made before, during, or closely after the experience will likely do one of two things: improve your condition or worsen it. The challenge is, you had better be very confident in your objectives and methods before you make that first cut. or things will go down hill very quickly.
Let me show you today how you can improve your family business and increase market share by implementing these three crucial elements:
- Leading, managing, and coaching family members and employees through the ten stages of change; understanding the behaviors that individuals, families and organizations go through during a major change process. We will then focus on the management techniques necessary for meeting your objectives.
- Leading and managing people through various forms of feedback.
- Creating buy-in; giving the various family members and employees a voice so they will develop the intrinsic ownership of the vision which will be necessary for a successful merger or family succession plan.
Careful and considerate Merger Facilitation and family succession plans can give your family business and organization a clear direction — and truly redefine your company’s objectives. Contact me today to see how I can help you profit through improved communication before, during, and after your merger or family succession plan.