This article is reprinted by permission from NextAvenue.org. In business, change is inevitable. The ability to adapt to and embrace change is often the linchpin of success. “Embracing it requires a delicate balance of communication, vision and engagement,” says Amanda Sexton, founder of FocusWorks, a boutique marketing agency in Morristown, New Jersey.
As business continues to shift and redefine itself, what hangs in the balance is the crucial partnership between entrepreneurs and their staff leaders. With the harmonious collaboration and empowerment of these leaders, businesses can transition through needed change to drive innovation. We asked entrepreneurs for their best practices in engaging their leaders in change. Here is some of their advice.Start with transparency and training At FocusWorks, Sexton says that whenever change happens — be it new tools, systems, or processes — prioritizing transparency is essential. “Before any implementation, I ensure my managers understand the ‘why’ behind the change,” she says. “This means diving deep into how it aligns with our overarching company goals, our values and the future trajectory we’re aiming for. “It’s easier for individuals to rally behind a change when they perceive its bigger-picture relevance.” Secondly, you must invest in training. Best practices include interactive sessions where teams can ask questions, address concerns and get hands-on experience. “I’ve noticed that when managers feel confident about using a new tool or system, they’re not just …
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As business continues to shift and redefine itself, what hangs in the balance is the crucial partnership between entrepreneurs and their staff leaders. With the harmonious collaboration and empowerment of these leaders, businesses can transition through needed change to drive innovation. We asked entrepreneurs for their best practices in engaging their leaders in change. Here is some of their advice.Start with transparency and training At FocusWorks, Sexton says that whenever change happens — be it new tools, systems, or processes — prioritizing transparency is essential. “Before any implementation, I ensure my managers understand the ‘why’ behind the change,” she says. “This means diving deep into how it aligns with our overarching company goals, our values and the future trajectory we’re aiming for. “It’s easier for individuals to rally behind a change when they perceive its bigger-picture relevance.” Secondly, you must invest in training. Best practices include interactive sessions where teams can ask questions, address concerns and get hands-on experience. “I’ve noticed that when managers feel confident about using a new tool or system, they’re not just …nnDiscussion:nn” ai_name=”RocketNews AI: ” start_sentence=”Can I tell you more about this article?” text_input_placeholder=”Type ‘Yes'”]