You can offer encouragement, support and assistance through the change process Typical support behaviours can include Asking if a person requires help Being willing to listen to problems Providing progress reports Sharing experiences of successful changes Emphasising the benefits of the change These forms of encouragement and supportive behaviour can give people ample opportunity to help each other out and cope with the change, by working with others as a team, it can become apparent that similar experiences have happen to other people and that they have the same concerns.
If you can see a benefit for you as to why the change is happening it is often easier to accept, but remember unfortunately the change may not always benefit you directly. The business is more likely to progress due to the willingness embrace and except the change, the priority of a business is to ensure that all employees respond with a positive attitude to change, which then in turn can help provide the momentum for the change to happen.
When we resist change, we knowingly or unknowingly behave in ways that attempt to keep things as they are, and so put ourselves out of alignment with our environment.
While they may not be eager participants in the change process initially, they at least acknowledge the possibility of adjusting to the change. When in alignment with their supervisors, employees with this positive attitude can help support and sell organizational change to other employees.
Think of the change as an opportunity to gain new skills, improve your working procedures and even achieve career progression. For this discussion innovation is defined broadly as bringing any new, problem solving idea into use.
Will the changes result in less work for them, or even do away with their jobs altogether? More essays like this: Once you have completed all 3 Sections of this Assessment, go to www. An organization may have plenty of people who are innovative and respond positively to change, but if the senior management is fearful and change resistant then the organization can suffer.
Gossip Gossip, always an organizational challenge, often escalates during periods of change. Some watch from the sidelines—but remain open-minded. Supervisors lucky enough to have enthusiastic employees need to support and nurture them, because their enthusiasm can infect other employees and help make the implementation of change much more palatable for everyone.
Anger Some employees are so resistant to change that they become frustrated and angry. Regardless of the nature of the challenge, the way we respond to change affects our performance and the ultimate result. This can minimise people becoming isolated and so provides a framework for problem solving and mutual support with in the workplace.
These employees typically have the ability to remain open-minded in response to change, and to view it as a positive thing—for them personally and for the organization. The mark of an entrepreneur is the way that they respond to change and the innovation they bring to challenges.
Responding negatively to a change will influence those around you creating a difficult environment to work in. Whether repressed or overt, anger is a typical reaction when employees feel a loss of control over their work environment, or worry that their job security is being threatened.
Their anger may be repressed, causing an increased stress level; or overt, resulting in emotional outbursts. They remain open to new ideas, ask questions and feel confident in their ability to acquire the knowledge needed to complete the task.
Install a Positive Attitude to Change and Innovation today and see how performance and results grow. The following are some typical responses to be aware of: The first positive action you can take is to look at the way you view change.people may need during change Explain the benefits of working with others during change positively to changes in working methods, products or services Identify ways of responding positively to change.
UNIT 4: PRINCIPLES OF SUPPORTING CHANGE IN 3 Understand how to respond to change in a business environment. Unit four: Principles of supporting change in a business environment Assessment Principles of supporting change in a business environment Assessment You should use this file to complete your Assessment.
Learning objective Place in Assessment Explain the purpose of responding positively to changes in Question 1a Page 3. Explain why change happens in a business environment. You should include at least three reasons in your answer. Support behaviours are smiling, asking if person need help, sharing experience, willingness to listen, highlighting benefits of the change.
Identify ways of responding positively to change. Change is inevitable, respond to it positively through agile project management. enabling project teams to create and respond to change.
Here are the some benefits of agile management. Start studying MOB. Learn vocabulary, terms, and more with flashcards, games, and other study tools. Search. Explain behavior by examining surrounding external events and environmental forces. 4 action steps for responding positively in times of change.
responding to change Explain the purpose of change as part of a process of continuous of changes on own values Explain the benefits of responding positively to changes 4.
Be able to respond to change Identify changes needed in own area of work Make suggestions for change Complete own work tasks using changed .Download