teamwork

Creating Team Cohesion by Overcoming Barriers to Change

In today’s climate, organizational agility is essential to keep pace with rapid change. Digitally driven transformation must be executed with cohesive teams who view change as a journey rather than a destination. The last problem you need as a business leader is to have barriers to change during a business transformation. Understanding how to overcome barriers to change accelerates company growth and employee satisfaction. In this article, we will discuss the top five barriers to change and how to overcome them to ensure a smooth and quick business transformation.

Fear of the Unknown

In business and life, people resist change because they are afraid of the unfamiliar, and it is easier to stay comfortable with what we already know. However, this frame of mindset stunts our growth by keeping us in one place. It is up to business executives to encourage their employees to not fear change by helping them see the benefits of adopting the change.

Ineffective Management

For employees to embrace and follow new workplace practices, business leaders need to help employees understand how these new procedures will benefit them. Create a training program to show how dedicated you are to ensure your employees have a smooth transition into the new guidelines/strategies.

Lack of Communication

Communication is one of the most important factors in ensuring your employees accept the new changes. When an organization does not have a strong sense of communication, the entire company suffers. Management needs to be very clear on the changes that the company is implementing. And they need to develop a strategy to help their employees adapt to each change. When everyone is on the same page and understands what is expected of them, the organization can swiftly shift over to a business transformation.

Keep It Simple

Avoiding complexity in organizational change or change management is essential to ensuring the transition is as smooth, effortless as possible. Complexity tends to make people afraid or unsure of the processes. For a business to embrace change, business leaders may need to implement small steps that reach a total business transformation overtime. By breaking up the process, employees will slowly immerse in the process and gradually become fully involved with time.

Overlooking Employees

When new business practices or workflows are introduced, employees experience fear and resistance to the new change. Unsuccessful organizations overlook or do not notice their employees’ feelings and move at full speed to implement the new changes. However, this can result in disgruntled employees and can harm the organizational culture. Business leaders need to take their employees’ feelings during a business transformation and do everything in their power to ensure their needs are met so they can accept the new changes with open arms.

Organizations can overcome barriers to change as long as they pay attention to their employees and develop strategies to ease them into the process. At Team Capital Partners, we understand how beneficial a business transformation can be for everyone involved in the organization and beyond. Want to learn more about how to overcome barriers to change? Join our newsletter for more updates!


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Growth Mindset: A Blueprint for Execution Transformation

When it comes time to transform your business, it has to start with a change in mindset as well. Change cannot happen until employees adopt a growth mindset to help the company transform with ease. Understanding a growth mindset vs fixed mindset will equip business leaders with the knowledge needed to transform their companies for the better.

What is the background on the growth mindset?

Carol Dweck, a Stanford psychologist, researched how our mindsets can have a positive or negative effect on us. She and her team studied how students approached and reacted to failure. During their research, they noticed that some students would rebound while other students became completely devastated by failing. As a result, Dweck discovered the “growth mindset” and the “fixed mindset” in order to describe the subconscious and conscious beliefs people have about learning and intelligence.

Growth Mindset vs. Fixed Mindset. What’s the difference?

Understanding the differences between a growth mindset vs. fixed mindset is advantageous for any business leader. The difference between the two are as follows:

  • Fixed Mindset is the belief that people have fixed traits (intelligence, success, skills, character) that cannot be changed in any meaningful way. It is the assumption that a person is born with a certain amount of skills and intelligence that cannot be improved to enhance their success. People with a fixed mindset tend to want to look smart, which leads them to avoid challenges, give up easily, see effort as fruitless, ignore criticism, and feel threatened by others’ successes. Fixed mindsets allow the person to plateau early and not be as successful as they could be.
  • Growth Mindset is the belief that intelligence and skills are adaptable by overcoming challenges to achieve success. A growth mindset includes the desire to learn, to embrace change, to persist in the face of setbacks, to see effort as the path to mastery, to learn from criticism, and to find lessons and inspiration in the success of others in order to achieve higher achievement levels.

How to instill a growth mindset in a company?

As a business executive, you are in charge of instilling a growth mindset in your organizational culture. To successfully inspire your employees to adopt a growth mindset vs fixed mindset, consider the following points:

  • Make sure that you encourage your employees to learn from their mistakes and overcome them. Challenge your employees to be better than they were yesterday. Praise them when they accomplish an achievement. Promote personal growth so they can be their best selves every day at their job and beyond.
  • Become a resource for your employees to use as a resource to help them grow. Do not become an authoritative figure who is only obsessed with their image as the leader.
  • Instill courage in your employees day-by-day. Coach them through tasks they find daunting and lead them to be courageous in their everyday work.

Successfully integrating a growth mindset relies on how business executives choose to communicate with and lead their staff. If done correctly, your staff will be open to change and overcome any obstacles that may stand in the way during a business transformation. At Team Capital Partners, we understand how important it is to instill a growth mindset vs fixed mindset within your organization. Want to learn more about how to instill a growth mindset in your employees? Join our newsletter for more updates!


teamwork

How to Overcome a “Busy” Mentality to Enact Personal & Organizational Change

As a business leader, it is very easy to get inundated with constant tasks and stress in your everyday work life. Over time, you begin to become too busy, too busy at work, too busy in your day-to-day life. A “too busy” mentality prevents business executives from reaching their fullest potential, which gets in the way of enacting personal and organizational change. When you become too busy, your business suffers. It is critical to learn how to adjust to a busy lifestyle so you can make sure your business, your employees, and you as an individual grow and develop towards success.

How being too busy at work affects company culture.

Here’s the thing. When top business executives implement new policies to streamline processes, this can often fail. Business initiatives usually fail because the people involved are too busy to make the change necessary to see it become successful. Managers let employees off the hook because they have other tasks to tend to, and employees don’t adopt the practices because they’re not being held accountable. When new systems aren’t put in place, then your business doesn’t grow in an upward motion, leaving the company at a stagnant or declining rate. When “busyness” affects a company’s attempt at organizational change, then it becomes a problem and the company culture suffers.

Understanding the factors that affect a “too busy” mindset

Once you realize that you’re suffering from being too busy at work, it is time to reveal what is weighing you down. As a business leader, you have to multitask, manage staff, and ensure the business runs smoothly. You are receiving pressure from all sides of the business–from the top, from your staff, and your clients.

When you are weighed down by pressure from the top of the company down to your staff, you become paralyzed with inaction. Now, your day fills with day-to-day tasks that need to be completed; however, these tasks do not contribute to the organization as a whole. Relieving pressure and stress can help you take control of your long-term strategies to put them in place and see them effectively take place in the organization.

How to organize yourself when you feel overwhelmed

Time management is a useful skill for business executives, but so is stress management. Time and stress often go hand-in-hand, and if you can master one element, the other is sure to follow suit. When you feel that you’re becoming more and more overwhelmed and that you cannot enact organizational change, ask yourself the following three questions:

1. “I will focus on…”

2. “I am grateful for…”

3. “I will let go of…”

As a leader, you have to be able to organize your thoughts and tasks, so you can focus on the ones that are truly important to the company as a whole. Ask yourself what you need to focus on to yield results. What steps can you put in place to achieve a long-term business goal? Are you going to focus on spending the day showing your staff a new company procedure? How are you going to make sure that the company moves in a forward, growing momentum?

Identify what you are grateful for the reassurance that you have the tools and staff to help you through this time. When you ask yourself what you can let go of, you need to think about is there someone who you can rely on to handle smaller tasks while you focus on larger, more significant moves for the company? Are you performing unnecessary tasks that can be removed from your daily to-do list? Is there anything you can do to unload the stress you’ve accumulated over time? Asking yourself these questions when you’re feeling too busy at work can help ground you in reality and show you where the gaps are.

Once you know what to focus on, you can set a plan in motion to achieve those goals. Once you let go of the unnecessary tasks, you can move forward with less stress. And once you realize what you are grateful for, you can fulfill your tasks with greater purpose and care for the tools and people around you.

How overcoming “busyness” can have a positive impact.

When a leader overcomes a “too busy” mentality, the organization will benefit. Executives who have too much on their plate become unavailable to their staff, resulting in a drop in employee performance. Overcoming busyness can help you focus more on the company’s performance because you can give it the attention it needs.

Leaders who dedicate a majority of their time engaging with staff develop genuine working relationships. Everyone in the organization thrives off of collaboration and the desire to do great work. The positive energy bounces off one employee from the next when people begin to work together. As a business executive, you have to decide what deserves your attention to make the business flow.

Being too busy affects others in the company as well

Even if you develop exceptional time and stress management, there is still a chance your employees may not. When you begin to focus on implementing organizational change, your employees may become too busy at work to focus on implementing the changes. This can cause the change to come to a halt and force the company back to its old standard ways.

As a business executive, you will have to have the leadership skills to talk to your employees when they become overwhelmed with other tasks. Helping them see the benefits of adopting the new change can help the transition become smoother. If some employees are not accepting the change, it becomes a ripple effect, and others begin to do the same. Executives must create movements within their organization in order to make employees accept and enact new organizational change.

Become a master at organizing your thoughts in order to organize your company

Business leaders are constantly bombarded with new daily tasks or fires to put out. When you are pulled in seven different directions, it is easy to lose yourself in the craziness of it all. Effective business leaders can reign in their thoughts, organize and prioritize the most critical tasks, and take action.

Managing stress and time is a skill required of all business leaders. Learning how to compartmentalize your daily to-do list can equip you with the freedom to organize your business from the ground up. Once you can prioritize yourself and your thoughts, your staff or top management will benefit. You’ll be able to handle top company concerns, effectively implement solutions, see that those solutions are being handled. This is how you can catalyze movements within your organization. You create a momentum that others want to join when you take action on what is beneficial for your business.

Learn how to orchestrate your company into a well-oiled machine

Business leaders need to become orchestrators. Being an orchestrator means you catalyze movements, execute tasks with the right people, drive results, are pragmatic, mobilize your teams, and collaborate with teams to meet a unified goal. Are you an orchestrator? If you want to learn how to drive growth strategies and become an authentic business leader, listen to our podcast.