Ugh! Change in the workplace

I am currently going through an organizational change in my workplace after new leadership and a merger with another company.

Although it can be exciting for the potential new opportunities, it is stressful and difficult not to overthink, especially when you are changing roles and responsibilities.

Am I being excluded from meetings with senior leaders or am I overthinking?

Here are several ways of how I am approaching it:

I am known for being positive consistently (recognized for it many times in my current role and throughout my career), so I am ensuring I do not change my approach (it’s part of my character). This is the case in approaching challenges, meetings and interacting with team members.

Recognize team members that are getting new opportunities as you move forward even if you believe you could have been the better choice.

If a learning opportunity is available make time for it. Numerous learnings and upskilling are available to me at work or online for free. I am making more of an effort to learn even on my personal time.

Active listening? I start out each work week with an approach that I will listen more and speak less. Often though when asked for feedback during a meeting or projects people sometimes do not speak up. I feel compelled to generate a conversation to get the ideas flowing. Work in progress for me.

My mind is racing more now!

Next week I will try it again, but I want to continue to make an impact and to always add value.

I am also keeping an open mind.

Being open to change in the workplace can bring about numerous benefits for both individuals and organizations. Here are some of the advantages:

  1. Adaptability: Change is a constant in the modern business world, and those who are open to it can adapt more easily to new technologies, processes, and market conditions. This adaptability helps individuals and organizations stay competitive.
  2. Innovation: Change often leads to new ideas and approaches. Embracing change can foster a culture of innovation, encouraging employees to think creatively and find more efficient ways to achieve goals.
  3. Increased Learning and Growth: Change typically involves learning new skills and acquiring new knowledge. This continuous learning can lead to personal and professional growth, making employees more valuable to their organizations and more competitive in the job market.
  4. Enhanced Problem-Solving: Embracing change encourages individuals to develop their problem-solving skills. When faced with new challenges, employees must think critically and find solutions, which can improve their decision-making abilities.
  5. Employee Engagement: When employees are involved in the change process and feel their opinions are valued, they tend to be more engaged and motivated. This can lead to higher job satisfaction and better performance.
  6. Greater Resilience: Change can be stressful, but being open to it and learning to navigate it effectively can improve an individual’s resilience. This resilience can extend beyond the workplace and positively impact one’s personal life.
  7. Competitive Advantage: Organizations that are open to change can respond more quickly to market trends and consumer demands, giving them a competitive advantage. They can also identify and seize new opportunities.
  8. Improved Communication: Change often necessitates improved communication and collaboration within a team or organization. Being open to change can lead to better communication and teamwork.
  9. Better Decision-Making: Openness to change often results in a more dynamic and informed decision-making process. It encourages organizations and individuals to consider multiple perspectives and options before making decisions.
  10. Increased Efficiency: Change can lead to streamlined processes and the removal of outdated or redundant practices, resulting in increased efficiency and productivity.
  11. Risk Management: Being open to change allows organizations to proactively identify and mitigate risks associated with change initiatives, reducing the likelihood of costly setbacks.
  12. Employee Retention: Employees who feel their organization is progressive and open to change are more likely to stay with the company. High employee retention rates can save organizations money and promote stability.

It’s important to note that while openness to change has many benefits, it should be managed effectively to minimize disruption and ensure that employees are on board. Clear communication, a well-defined change management process, and supportive leadership are key to harnessing the positive aspects of change in the workplace.

As I work through my approach I am going to adapt and continue to be successful through my resiliency.

Rock N Roll!

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