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Transforming an organization means implementing change. But no matter how minimal, change is daunting for both managers and employees. In order to instigate it successfully, managers must approach change in a way designed to mitigate emotional harm to employees.

It is worth pointing out that all transformations begin with a smile and positive emotions. However, these turn into negative ones in time. Why?

Simply because leaders realize that the bright light they have envisioned at the end of the transformational tunnel is out of reach, or slowly fading away. It is true that leaders often set unrealistic expectations for organizational transformations, and they end up jeopardizing important elements they’ve been building in the past, including relationships.

As for employees, they often welcome change with a frown. Who needs more uncertainty in their lives anyway?

Organizational transformation, big or small, always leaves its mark on employees and managers. As a leader, there are some steps you can make to manage the emotional rollercoaster that is organizational transformation.

Address the status quo

Start by having a sit-in with yourself and understand how the current state does not benefit your vision and hinders the way to success. Building an understanding of the status quo and pinpointing its inefficiencies can help you put yourself as a leader in a different place mentally. This enables you to see yourself and your organization in a whole new light.

Disconnect from the status quo

To change your perception of your business and the way it operates, you need to have an open mind to embrace new ideas that may be coming your way. You also have to do your due diligence regarding industry trends that are shaping the way businesses like yours work. That way, you will be able to disconnect from the status quo and work towards achieving your new vision.

Taking a step back enables you to have a purpose and see more clearly what needs to be changed and why, and you will be able to create new ways that improve people’s lives.

Include emotional & rational

When it comes to transforming your company, you have to think of the process as a curve rather than a straight line. There will be ups and downs and acknowledging them will make things easier to bear. And while it is important to think rationally and keep your eyes on the prize, don’t forget to stop and make time to explain to your employees where they fit in the whole transformation process.

Make sure to also listen to your employees’ concerns and help them understand how change, no matter how scary, will benefit the organization in the long run.

Align KPIs, resources, and people

It is difficult to focus on matters like KPIs when you are in the middle of an organizational transformation. But setting your employees’ KPIs will help them transition from one emotional state to the other. They will be able to turn their confusion and anger into feelings of responsibility, followed by them feeling in control of their own fate and maybe even excited about the future.

Make change the new norm

Transformation doesn’t have to be daunting or overwhelming. As a leader, you can make it feel like normality to be able to adapt to the ever-changing business environment. And to enable transformation, you have to give employees the resources they need to develop themselves and innovate in different settings.

By doing so, you give employees and managers a chance to revel in the midst of change as they develop an interest in improving the role they play in the success of the transformation.

The success of an organizational transformation depends on a myriad of factors such as organizational structures, processes, and leadership skills. But knowing what awaits you as a leader and preparing for it, all while managing employee frustration, will help you pass this test with bright colors.

MANAGE YOUR ORGANISATIONAL TRANSFORMATION. MANAGE YOUR ORGANISATIONAL TRANSFORMATION.  

MANAGE YOUR ORGANISATIONAL TRANSFORMATION. MANAGE YOUR ORGANISATIONAL TRANSFORMATION.  

MANAGE YOUR ORGANISATIONAL TRANSFORMATION. MANAGE YOUR ORGANISATIONAL TRANSFORMATION.  

MANAGE YOUR ORGANISATIONAL TRANSFORMATION. MANAGE YOUR ORGANISATIONAL TRANSFORMATION.  

MANAGE YOUR ORGANISATIONAL TRANSFORMATION. MANAGE YOUR ORGANISATIONAL TRANSFORMATION.