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Week In Review - Creating Behavioural Change

October 6, 2019

Team Management, Week In Review

This week at Wundamail HQ, we’ve been looking at the effects change can have on teams and how best to promote positive, lasting, behavioural change within your business. Once again, we’ve scoured the internet for the most interesting articles on the subject, together with our views on each piece.

Click To Read: It's Time To Change The Way We Think About Change on Forbes

In Lisa Ower’s article, she delves into the common misconceptions that we have about how change is a negative thing, and how this viewpoint needs to change. By using the neuroscience behind how we, as humans, physically react to change, Owers demonstrates that our primitive brain is hardwired to associate change with threat or fear. She poses that it’s only by understanding that this is a natural reaction that occurs for everyone, can we move past it onto more rational thought.

Owers also goes into the practicalities of implementing change into a team, and the potential reasons why they might not be overly receptive to those changes immediately. This is done in a straightforward and easy-to-understand way, despite the scientific basis that Owers uses. Additionally, the article includes questions to ask yourself, as a manager, throughout the change process to ensure that everything is still on track.

Click To Read: Don’t Just Tell Employees Organizational Changes Are Coming — Explain Why on Harvard Business Review

Morgan Galbraith’s piece exploring why we should overtly explain why organisational changes are happening is an interesting article on a subject that is rarely thought about when speaking about change management. According to the article, almost a third of people asked in a recent survey, were unaware as to why change was happening in their workplace. Galbraith continues to explain that when employees don’t understand why something has to happen, they can often become blockers to the process - hence why communication at this stage is so vital.

The piece continues by outlining Galbraith’s four key points for managers to follow when implementing change. These are all based on her experience in the field of change management and thoroughly explore the psychology of why these communications need to be done in a specific way to achieve the desired outcome. Using her past projects as examples throughout, the piece is an in-depth look at the world of change management and how any manager, regardless of experience, can ease the transition for employees with simple communication guidelines.

Click To Read: Why Change In The Workplace Is A Good Thing on People Development Magazine

Startup Consultant, Andrew Deen writes about how change and evolution within the workplace, contrary to the beliefs of those on the shop floor, is a good thing. In this concise guide, Deen lays out clearly five reasons for why change is often a positive thing, and actually an opportunity for employees and teams to try something new.

Within the piece, Deen not only goes into why change is good for the individual, but why it’s good for the business as a whole. If a business doesn’t develop or change, it’ll stagnate and become irrelevant. It’s a quick but informative read that gives a great insight into the point of view of all the levels potentially involved in business change.

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