3 Skills You Need for Managing Organizational Change.

Are you facing changes in your workplace that make you feel uncertain about how to navigate your career? You are not alone. Organizational restructuring and management turnover are happening at rates not seen since the last recession, creating heightened uncertainty in the workplace. As companies seek to keep up with AI advancements, rising costs, and tightening capital markets, more pressure is being put on employees to deliver higher results without incurring incremental costs.

Three skills you need to master

If you are in a situation where your role is changing significantly, there are three skills you need to master to position yourself for success.

Clarifying Expectations

Leveraging Your Network

Securing Resources

Clarifying Expectations

Everyone must be on the same page regarding expectations when roles and responsibilities change at work. Sit down with your leader, and ensure you understand what they want you to accomplish. Getting clarity on desired outcomes and operating parameters can help you to understand what is important and the actions you are empowered to take to deliver against expectations.

If you are taking on an expanded role, understand if any tasks will be deprioritized or completely divested. As a rule, if you are currently working at capacity, you can only take on additional work if some of your previous work is removed.

When collaborating with clients, I frequently use a full teacup as a metaphor for capacity. If a teacup is full to the brim, and you add a tea bag, the cup will overflow and make a mess.

To make tea without creating a mess, leave some room for the teabag. By sitting down with your leader, discussing your current duties, and aligning with them on what tasks will be removed, you create the capacity to accomplish your goals without making a mess.

Leverage Your Network

The second skill you want to leverage is accessing your support network. Take a 360-degree look at those around you. Who might have skills, knowledge, or insights to help you navigate your new environment successfully?

Employees frequently struggle with change because they are unwilling to communicate to those around them that they need help. Part of the benefit of working within an organization is collaborating with people with a shared mission. Connect with others within your organization, share your challenges, and request assistance.

By casting a wide net and taking in feedback from multiple sources, you can gain clarity on the actions you need to take to thrive within your organization. You can also establish strategic partnerships that will allow you to exchange value with your co-workers for mutual benefit.

Secure Resources

The third skill you want to use is securing resources. You can do this by starting with the end in mind. Define the ideal end state, and craft a plan to take you from where you are today to where you want to be. Then devise a strategy for gaining what you need to accomplish your goals.

When change occurs, it is vital to determine resource needs. For example, if you were planning a road trip to the beach, you would take the time to decide how you would get there, along with what items you

would need to bring to have a safe trip. You would take time to plan the trip to ensure you have enough gas, drink, food, sunblock, and other niceties necessary to make it to your destination and enjoy yourself once you get there.

Similarly, pausing to determine what resources you will need to navigate organizational change will help you reduce stress and find success. A few resources you may need are

• more frequent meetings with your leader to align on priorities

• additional training so you can effectively take on new tasks

• extra budget so that you can deliver against raised expectations

• more autonomy to make decisions without having to talk with leadership

The better you can articulate what you need to succeed and advocate for those resources, the better positioned you will be for success.

Summary

One constant thing in business is change—your ability to flow like water when your organization changes will position you for success. One of the things that makes water so unique is its ability to take on the shape of whatever it is in. Employees who can metaphorize themselves to fit into whatever environment their organization puts them in position themselves for long and successful careers.

Peter Drunker once said, "One can not manage change. One can only be ahead of it." The best way to stay ahead of the changes in your organization is to clarify what your leadership expects from you, leverage your network, and get the resources you need to succeed. This will allow you to stay ahead of the curve and be prepared for what is coming next.

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Thank you for reading this blog

Dorian Cunion is an Executive Coach and Business Consultant with Your Path Coaching and Consulting. He is a former retail executive with over 20 years of experience in the retail industry. He is a Co-Active coach who focuses on helping professionals and small business owners overcome insecurities, knowledge gaps, and lack of direction. He does this by assisting clients to tap into their values, recognize their strengths, and develop actionable strategies for growth.

Have you been trying to improve your career or business on your own but are not seeing success as fast as you desire?

Book a free discovery call to discuss your goals and how I can help you accelerate.

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6 Steps to Handling Difficult Performance Discussion

I am so sick and tired of dealing with this employee. If you are a manager, you have likely expressed some version of this thought before. When I talk with small business owners, they frequently state that managing people is the most challenging part of their job. Finding the balance between being empathic and getting things done is the goal, but it tends to be elusive.

This is especially the case when managing people is one of many roles you must play within your organization. If you have been struggling to figure out how to start a difficult performance discussion with an employee, this article will provide you with six steps that will help you to address performance issues while still maintaining a good relationship with your employee.

6-Step Process to Performance Discussions

1. Check for understanding of the task

2. Discuss the difference between expectations and performance

3. Ask what support is needed

4. Verify expectations are realistic

5. Request commitment from the employee

6. Establish a follow-up plan

By following these steps, you can have productive and constructive performance discussions that lead to positive outcomes for your employees and your organization.

Step 1: Check for understanding of the task

When you start the performance discussion, make sure that you and your employee have a clear and shared understanding of the task or project that the employee is struggling with. You can do this by asking open-ended questions, such as:

- What was the goal of this task/project?

- What were the main deliverables and deadlines?

- How did you approach this task/project?

- What challenges did you face?

By checking for understanding of the task, you can avoid misunderstandings, clarify expectations, and identify any gaps in knowledge or skills that may have affected the performance.

Step 2: Discuss the difference between expectations and performance.

The next step is to discuss the difference between your expectations and the actual performance of your employee. You can do this by providing specific, factual, and objective feedback, such as:

- I expected you to complete this task/project by this date, but you missed the deadline by two weeks.

- I expected you to produce high-quality work that meets the standards of our organization, but I found several things that needed to be corrected in your work.

- I expected you to communicate effectively with your team members and stakeholders, but I received complaints that you could have been more responsive and friendly.

By discussing the difference between expectations and performance, you can help your employee understand where they fell short, how their performance impacted the team and the organization, and what they need to do differently.

Step 3: Ask what support they need.

After discussing the performance gap, it is important to ask your employees what support they need from you or others to improve their performance. You can do this by asking open-ended questions, such as:

- What challenges or barriers did you face while working on this task/project?

- What resources or tools do you need to perform better?

- How can I support you in achieving your goals?

By asking what support they need, you can show your employee that you care about their success, are willing to help them overcome their difficulties, and are open to their feedback and suggestions.

Step 4: Verify expectations are realistic.

As you discuss the support and actions needed for improvement, you should verify expectations are realistic and attainable. You can do this by asking the employee

-Based on this conversation, what is realistic for you to accomplish?

-If you were in charge, what would you set as the expectation?

-Is there any reason you would be unable to meet this goal?

By asking these questions, you will better understand the employee’s belief in being able to complete the task at hand. With this information, determine if the expectations are realistic, and if not, adjust so the goal is achievable.

Step 5: Request commitment from the employee.

The next step is to request a commitment from your employee to improve their performance and meet your expectations. You can do this by asking them to set specific, measurable, achievable, relevant, and time-bound (SMART) goals for themselves, such as:

- I will complete this task/project by this date.

- I will improve my work quality by following these standards and guidelines.

- I will communicate more effectively with my team members and stakeholders by using these methods and channels.

By requesting commitment from your employee, you can help them take ownership of their performance, motivate them to act, and hold them accountable for their results.

Step 6: Establish a follow-up plan.

The final step is establishing a follow-up plan with your employee to monitor their progress and provide ongoing feedback and support. You can do this by scheduling regular check-ins, reviews, or meetings with them, such as:

- Let's meet weekly to discuss your status and challenges on this task/project.

- Let's review your work quality and feedback monthly to see how you improve.

- Let's meet quarterly to evaluate your performance and goals.

By establishing a follow-up plan, you can ensure that your employee stays on track, receives timely and constructive feedback, and gets the support they need to succeed.

Summary

In summary, having difficult performance discussions with your employees can be daunting, but it can also be an opportunity to help them grow and improve. By following these six steps, you can have effective and respectful performance discussions that lead to positive outcomes for your employees and your organization:

- Check for understanding of the task

- Discuss the difference between expectations and performance

- Ask what support they need

- Verify expectations are realistic

- Request commitment from the employee

- Establish a follow-up plan

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Thank you for reading this blog

Dorian Cunion is an Executive Coach and Business Consultant with Your Path Coaching and Consulting. He is a former retail executive with over 20 years of experience in the retail industry. He is a Co-Active coach who focuses on helping professionals, and small business owners overcome insecurities, knowledge gaps, and lack of direction. He does this by assisting clients to tap into their values, recognize their strengths, and develop actionable strategies for growth.

Have you been trying to improve your career or business on your own but are not seeing success as fast as you desire?

Book a free discovery call to discuss your goals and how I can help you accelerate.

Talk with Dorian

Have Feedback Send me a note at

Email: dcunion@yourpathexecutivesolutions.com

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How Using the 5 Senses Grounding Exercise Can Help You Manage Workplace Anxiety.

Workplace anxiety can affect anyone, especially managers who have to deal with multiple responsibilities, deadlines, and expectations. It can manifest as nervousness, worry, fear, or panic before or during important situations, such as interviews, presentations, meetings, or performance reviews. Workplace anxiety can impair productivity, performance, and well-being if left unchecked.

During my professional career, anxiety has been a constant companion. It was there during my first interview, my first day of work, and at every major presentation, event, or difficult conversation I have ever since. In truth, anxiety has been a friend that has helped me to prepare for uncertainty and fuel to motivate me to be my best. But left unchecked, it has also been an anchor that has slowed me down and been a wall that has prevented me from doing my best work.

I practice multiple tactics to help me manage my anxiety. I exercise, journal, meditate, read, and talk with friends and family to help me keep things in perspective, burn off energy, and clarify my mind. While all of these tactics are effective, there are still times right before important events when my heart beats fast, my stomach gets tight, and I feel overwhelmed by the moment.

When this happens, one method I use to stop my brain from bouncing all over the place is to center myself using the 5 Senses Grounding Exercises. This is a simple exercise that you can do anywhere. By focusing on your current environment, you can pause your anxious thoughts, which is often enough to help you regain some calm and focus just before an important event.

5 Steps to reducing workplace anxiety:

• Sight: Look around you and name five things you can see. Notice their colors, shapes, and details. For example, you can say, "I see a blue pen, a green plant, a white paper, a red mug, and a black laptop."

• Touch: Feel your body and things around you and name four things you can touch. Notice their sensations, weights, and textures. For example, you can say, "I feel my feet on the floor, my hands on the desk, my clothes on my skin, my hair on my face, and my breath in my chest."

• Hearing: Listen carefully and name four things you can hear. Notice their sounds, volumes, and rhythms. For example, you can say, "I hear a clock ticking, a keyboard typing, a phone ringing, a door closing, and a bird chirping."

• Smell: Breathe deeply and name two things you can smell. Notice their scents, intensities, and qualities. For example, you can say, "I smell coffee, perfume, soap, flowers, and mint."

• Taste: Take a sip of water or a bite of food and name one thing you can taste. Notice their flavors, textures, and temperatures. For example, you can say, "I taste water, salt, sugar, lemon, and bread."

These exercises allow you to shift your attention away from your anxiety and onto your sensory experience. This can help you relax your muscles, lower your heart rate and blood pressure, and reduce your stress hormones. You can also gain more clarity and confidence to face the challenges ahead.

For maximum results, practice this skill before you need it. I recommend pausing at least once a day for the next 7 days to do this exercise. The more you rehearse this practice, the better you will get at it, and the more effective it will be in bringing you to the present moment, allowing you to take back control of your emotions. Managing your emotions is an important skill that will help you to be the best version of yourself.

To summarize:

• Workplace anxiety is common among managers and can affect your work performance and well-being.

• 5 senses grounding exercises are simple techniques that help you focus on the present moment and calm your mind and body.

• They involve using your sight, hearing, smell, taste and touch to anchor yourself in the here and now.

• You can do these exercises before a stressful event at work to reduce your anxiety and help you to be calm and focused

• Practice this skill to improve your effectiveness, grounding, and centering yourself.

If you are struggling with workplace anxiety and need more support or guidance, reach out to Your Path Coaching and Consulting. We specialize in helping managers overcome their anxiety and achieve their career goals. We offer personalized coaching sessions to help you develop effective coping skills, build confidence,

and enhance your performance.

Contact us today for a free consultation!

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Thank you for reading this blog

Dorian Cunion is an Executive Coach and Business Consultant with Your Path Coaching and Consulting. He is a former retail executive with over 20 years of experience in the retail industry. He is a Co-Active coach who focuses on helping professionals and small business owners overcome insecurities, knowledge gaps, and lack of direction. He does this by assisting clients to tap into their values, recognize their strengths, and develop actionable strategies for growth.

Have you been trying to improve your career or business on your own but are not seeing success as fast as you desire?

Book a free discovery call to discuss your goals and how I can help you accelerate.

Talk with Dorian

Have Feedback? Send me a note at

Email: dcunion@yourpathexecutivesolutions.com

For daily tips on leadership and professional development, follow me:

LinkedIn

Facebook