Your CEO has suddenly announced that your division is immediately terminated; and the team has to be disintegrated by end of day.
How will you manage this massive change?
Your CEO has suddenly announced that your division is immediately terminated; and the team has to be disintegrated by end of day.
How will you manage this massive change?
In case business priorities change in the middle of a campaign or session, then it would require a planned strategy to implement that change, and to ensure that the business objectives are fulfilled without hampering the morale of the team members.
One of the strategies can be:
- Determine the major change points and re-create the vision and mission statements
- Re-access the available resources in the team and re-allocate them as per their USPs
- Team-meetings and counseling sessions to remove any doubt or apprehensions from team member’s minds
- Ensure that the transformation is not looked upon as a shock or with negative vibes
- Re-aligning team’s basic objectives and goals via subtle communication
Emotional Aspect
In my view, the biggest concern which a team leader should be able to handle is ‘emotional concerns’ of the team members. Every member should be reassured that their importance and relevance has not diminished due to this change, and that they are as valuable as before.
Reassuring them about job security and appraisals can be another method to take care of the emotional aspect.
In case an existing team member doesn’t fit in the new environment, then he or she should be placed in any other department or re-trained to make him more able and flexible.
One of the core values of a great team is its ability to be flexible and alert; no matter what are the conditions outside.
Business Aspects
The main goal of the team leader should be to ensure that the business objectives are met through, and the process doesn’t suffer. In order to implement it, a special coach or trainer can be hired to give additional training and to ensure that the transformation occurs smoothly.
Addition of a special coach or trainer can also help to reassure the team that their management is with them, and they are being provided with all possible help.
Using a viable ‘Change Management Strategy’, we can introduce the change, and make sure that the business objectives are met.
