How You Manage Change Will Make or Break Your Future!

Ed,

Sometimes it is not to do more with less but do more with the existing resources. Sometimes the mind set should be how can I make the organization more efficient whether in times like this or in normal good times.

A webminar for the team will be good. The topics to discuss will be, how can I as an employee help the organization and how I can do more and be more efficient? This is the time that we have to think inward, “what can I do instead of what my management and the organization will do for me.”

The answer is YES! To help I would like to know generally what are the key motivators in a downsizing? Money, enhanced security, responsibility, advancement, efficienct review? Also, I would like to hear a discussion of succession planning in times of downsizing. Raising stars are often the first to leave while they be the most important to retain. Identification and retention of junior staff in downsizing is a challenge that should be included. Another topic is how to prioritize work, you can only do more with less for a while, you must be prepared to shed duties. Tools for major responsibility assessment, connection to mission and what you can stop doing is an important topic. The effectiveness of paying more to/for a smaller staff or retention and cost cutting (salary and benefits) anticipating recovery would be a helpful discussion. More thought may follow but above are a few topics that would help.

Keith

change for sure. i believe the workers are in a quandry because they do not TRUST leadership to execute for the common good. seems good for the top but bad for the bottom is the way they see it. the up stream ladder is steep and too many broken promises and initiatives clutter the way. Only a easily documented path to change will be followed and that will be littered with the bodies of non performers and a significantly reduced leadership/management change. too many managers/staff between front line and the drivers (aka real leaders). show me the documents and path and the penalty management will inflict on themselves if again this is another leadership by blind unfocused leaders. a flattened structure with transparency and consequences is what the new workers want before they again throw their souls into a new march.

Yes, this type of webinar will be timely. My situation is managing change in an entitlement organization, i.e., family-owned or tribal environment whereby the “family” is protected from changes affecting pay cuts, lay-off’s, etc., all the while having to maintain, let alone, booster the exisitng morale of the non-family/tribal employees.

Yes, I would be interested in a Webinar on this topic. I would like some ideas on how to deal with the unknowns. There is a lot of stressful information coming out of the media about possible budgets cuts that may impact my staff. This information is causing morale issues.

I am certain the webinar will work. Sometimes I just think that I am out of ideas. I try to come to work with a positive attitude daily. So many people are focused on the economy. But we must remember that we will not always be in this predictament.

Ed the change that we are experience will most likely
lead is to some new norms, so the issue here is
how to accept new norms and apply them to how the
organization looks at it’s own future. Any open session
where individuals can talk, share openly about what they
they are experiencing is good, healthy and will lead
to designing a smoother change process and transition.

I am interested in the webnair series mentioned, particularly for personnel working in church ministries.
Miriam Mikol