RECOLLECT YOURSELF FOR BETTER RESULTS
The one thing is for certain, shift ALWAYS causes stress at varying levels. The current surge in specialist change management in businesses requires some careful consideration regarding the effects of the stress on the people and their own organization. Our world has created huge changes over the past 50 years. By managing the PERCEPTION of the shift correctly, a lot of needless nervousness and severe consequences can be avoided. The understanding of change and its anticipated results must be understood by the person at an unconscious level for the pressures to be reduced to a minimum. This is a very different procedure for presenting the need for change simply at a conscious level and expecting somebody’s memory and values system to take it.
WATCH OUT FOR THE OPPORTUNITY OF TRANSFORMATION
A GOOD SHIFT MANAGER
Handling of both personal change and organizational change needs to contemplate the people in a change process as people. What additional industrial risks are introduced throughout the change. Based on the history and anticipation of staff, will the shift be seen as negative or positive from their viewpoint? O Does the shift involve technology upgrades that will require higher skill sets? O Does the staff expected to incorporate technological change have the capacity to do so? O Will the company or organization provide the resources to ensure the educational process required by people before change being implemented? Given an understanding of those factors, a good shift manager will be capable to develop an extremely effective custom program to implement any sort of change.
This applies to whether the change is executed by a therapist on a private level or a manager on an organizational level. In an organization, each level, from senior management through to support staff has to be assessed for their capability to implement and solidify changes required. It’s a mistake to think that people can just Role with your fists and take any change foisted upon them. Without clear direction and planning and communication, important changes could be viewed as straw the broke the camel’s back in middle management.