Registration & Selection Process

47 Country CEOs Announced

10 Finalists & bootcamp

Global 'CEO for One Month' announced

Registration & Selection Process

47 Country CEOs Announced

10 Finalists & bootcamp

Global 'CEO for One Month' announced

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19/03/2019

Driving change inside a company. Which barriers are you going to face?  

These tips will help you when changing the organizational culture in order to improve productivity in your company or department.  

Whether you are new to a company or you move to a new department, you may find an organizational process or a system of beliefs that don’t work (at all) for your company’s success. Even if the need for change is obvious to you, in most cases, it won’t be seen this way by the rest. Driving change inside a company means that you, as a leader, are going to face fear and resistance in your employees towards the “unknown” that every change brings. “Why do we need to change? The way we do things now works for us”, “we have always done it this way.” Due to this resistance, a good leader must put into play all their communicative, collaborative and motivational skills. Only then, bringing change within your company will be successful.

 

Bringing change successfully in your company.

3 fundamental points to remember: 

 

  • Don’t try to apply general theories to particular cases. Study what your problem is, establish what needs to be changed, propose small steps to resolve it and, above all, give examples. Your employees and the rest of the team members need to see in a tangible way what is happening, why it is happening and how it can be improved (how things will be improved). For example:

 

Imagine that you are the new distribution department’s manager of a big marketplace. Every day, the company must resolve incidents about delays in deliveries, wrong orders, and an erroneous stock. If this is the problem, which solutions can you offer? Maybe improved computerized processes? Recommending weekly inventories? Training your employees in the use of new technologies? If you are opting for a digital transformation of your department, show which needs are going to be met by the adoption of this new technology and what it will mean for the team: more time that can be invested in training, more time to solve incidents, more production, and therefore, more incentives, bigger benefits, etc.

 

  • People won’t change if they don’t have the resources to do so. Mahatma Gandhi said: “If we could change ourselves, the tendencies in the world would change”. Returning to the previous example, if the solution to the problems in your company or department lies in the adoption of new technologies, become an early adopter. Being the first to get tech-savvy and proficient using the new program, you can share your know how and prove how beneficial its use is. Meet with your team regularly and exchange feedback. Establishing this type of open communication dynamic will be essential to understand the fears and resistance of your employers towards the change and, together, lead the company positively to a much more productive place.

 

  • Never use intimidations (or threats) to force change inside your company, because from fear it’s impossible to move forward with positivity. Instead, inspire and motivate. If your employees need specific training, establish workshops and training programs within work hours. It’s a challenge, yes. But it’s a challenge that, in the long term, will generate benefits. Look at it as an investment. Remember to exchange the “no” or “this is wrong” for the “this is fine, but we can do it better”.

 

As you can see, the more detailed and transparent all the processes are, the more open your employees will be to following the predetermined steps for the change. It’s your responsibility as a leader to establish the confidence necessary to demonstrate that there’s nothing to fear. Like everything, it’s a matter of practice. But, how can you acquire this practice in the first few years of your professional career? We have the answer: the ‘CEO for One Month’ program of the Adecco Group returns this year for the sixth time in a row. Participating in this initiative will be the ‘before and after’ in your career. If you’re selected, you will know how to manage the change working within a large multinational and with real cases. Learn everything about effective communication methods, motivational techniques, team management and much more!

 

Although the registration process has already closed in some countries, you still have time to participate. Take a look on this page and find out if your country still has open applications. If so, don’t hesitate and register here before April 19th! Do you have the #CEOattitude? We are looking forward to having you on board!

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