Tips for Managing Change

adviceLast week we began exploring the concept of change management. Change is never a simple process, and those in managerial positions must be ready and able to deal with the questions and concerns that will inevitably be posed by their employees or team members. While these situations can be frustrating, it’s important that you keep a positive outlook at all times. Your employees, after all, will reflect your attitude within their own work.

Here are a few things you can do to help manage the changes your organisation is going through:

• Allow your employees to feel involved. If possible, hold a meeting to explain the changes that need to be made and ask for ideas as to how they feel the new changes might best be implemented. It’s often easier for employees to accept change if they feel as though they’ve had a say in it.

• Make sure you have a detailed plan for training your team members on any new systems or processes. There’s nothing worse than trying to stumble through the first transactions on a new system when no one has showed you what to do. Conduct as much hands-on training as possible.

• Prepare yourself for a few rough days or weeks. The quality of the work produced by your team may decrease, or the number of mistakes may increase, as they get used to the new system. Do not become frustrated and make sure your employees do not get discouraged.

• Be patient as you and your employees transition through the changes your company has implemented. Keep your attitude light, remain respectful, and show your support as everyone tries to understand and implement the new changes. Most important – remain positive at all times!

Change, within any organisation, is tough. Break out your strongest leadership skills and you’ll lead your team through the transition seamlessly!

Thanks again,


Sean McPheat

Managing Director

(Image by Stuart Miles at FreeDigitalPhotos.Net)

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Mark-WilliamsMark Williams

Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.