So you are a leader - and your team is about to experience a negative change that is going to impact them. You know about it and you also know that you have some people in your team who may not react so well.

In fact you know that they will challenge the change, whinge and be disruptive.. so where does that leave your stress levels? Change always brings with it different degrees of stress. To both workers and leaders. When you need to lead your team through a negative change, as the leader it can be more stressful for you than anyone else, not that you can ever say that to your team.  

What are the choices you have?

Yes, know that you always have a choice..

Sure on any given day, just give in to change resistance. But when you 'give in' and crumble in the face of resistance from your team, just know that you are creating inconsistency and this has everything quite frankly start falling apart at the seams when it comes to change. Remember this is simply a fact and I have seen t...

Change can become a dirty word in your organisation if it isn't handled well.  Just like 'he who shall not be named' people hesitate to talk about the changes taking place from fear of resistance. Even worse is when continual change is forced through without consultation and staff disengage as a result.

Let's face it, most humans (even change managers who are humans too) initially don't like changes taking place that are out of their control. We all react differently to change depending on what it is, and whether it means we lose something or we gain something.

However if change is continually poorly managed or not managed well at all, the process of engaging employees and creating a positive environment that promotes growth and inclusivity won't exist.  Which will create a world of perpetual discomfort which will either have employees underperform or leave.  So when 'change' becomes a dirty word in your organisation, how do you redirect the story and so it has a happy ending inste...