Surviving Change Processes in an Organization
Surviving Change Processes in an Organization
As an employee working within an organization, it is critical to be prepared for a situation of change. I have, over the years, worked in organizations implementing a change process. Even though such processes pose incredible challenges to employees, different strategies can help one survive. One of the strategies that have helped me survive change processes at my workplace is flexibility. Being flexible is a vital skill in the ever-changing work environment. Flexibility has been an essential skill in helping me survive change processes as it has enabled me to remain open to new ideas, thereby being able to learn new policies. Secondly, good people skills have been vital in helping me survive change processes within my organization. People-skills fundamentally influence the nature of the relationship between workers in an organization hence making it easier to interact on important issues such as changes (Kotter & Cohen, 2002).
Also, my enhanced communication skills have incredibly influenced my survival of change processes in my organization. Success in the implementation of a change initiative relies massively on effective communication between change agents and employees. Through communication, it is easy to acquire sufficient information about a proposed change within the organization and the strategies that will be used for implementation. In addition to that, enhanced communication skills help in seeking further clarification as well as providing recommendations to change leaders on approaches that can be employed to realize more success at the implementation stage. Furthermore, my communication skills have been instrumental in some occasions as I have been selected to be part of the team that works as change agents, explaining to other members of the organization change initiatives and their implementation models.
Reference
Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business Press. ISBN-13: 978-1422187333