How does your organization or department handle change?  Do you make allowances for how the people around you react to change?  Take the action steps to find out.

1.      Take the emotional aspects of change into account by allowing staff to share how they feel about upcoming changes.  What is an appropriate venue for this sharing, within your organization?  Is it during the weekly departmental meeting?  Or would you be more comfortable letting people share their feelings in a one-on-one meeting?  Write down the venue in which you would feel most comfortable allowing staff to share feelings.

2.      Consider whether your corporate identity needs to be dusted off and polished.  Is it an active, useful identity, or a hackneyed set of trite mottos?  If it is being underutilized, bring it back into the conversation.  Use it to help hone your group’s collective sense of purpose. What are some ways you can bring the corporate identity into a more active role?

3.      Think of what kinds of information you can share with staff, more than you do now.  Are there some consistently released reports or email announcements that could actually be shared with staff?