At times, when we are challenged, we can rush, panic and make unneeded decisions. From managing large budgets to managing logistics, challenges can come in many forms. As a professional we should expect to have some difficulties. If you are a new leader, just know that challenges come with the territory. However, just because there is an issue, does not mean you should cave in to every problem that arises.
Changes to the organization can sap energy and morale. When you introduce new leaders, strategies, or new rules to the body, desired or not, it affects the organizations energy and morale. Why? It requires energy to change and may require different habits. There are ways to make positive changes to increase morale, however the changes that are discussed here are as a result of a challenge and the leaders need to assess the siutation before taking action.
There are times that you must make changes and not be scared to do it. For example, a new trend in the market or economic challenges can be good reasons to make changes. However even with those changes I believe that you need to make sure that the change is worth the cost. Constant change, unnecessarily, makes you look like you are uncertain and injures the team's morale. I suggest you evaluate the situation before making changes you think you need. Don't make changes because you are anxious. If you have made the assessment and determined the change is needed, then at least you can rest easy knowing it was for the continued purpose of the organization.
I was speaking with a friend and she shared a work experience with me involving a recently promoted manager. The new manager was ready to go and wanted to prove she could make things happen. Her first order of business was to disturb a system that was already working. Not to insult anyone's intelligence, but an evaluation would be better before a raid. The manager was new and wanted to make an impression. She created work for herself in the process.
During challenges, especially now, everyone wants to prove their value. She created a demonstration in power that was totally unnecessary. I have seen a lot of this in managers over the years. They feel they must make a presentation of power, rather than a demonstration of skill because they are either inexperienced or anxious about their performance. It's a very expensive show.
At times, there may be reason concern, but an assessment of the situation may reveal the concern is benign and a change unnecessary. Assess the situation first, before you draw conclusions and decide if a change is immediately necessary.
Sure concerns are natural to have. As I said before, as a professional something is always going to come up. Taking the time to assess the concerns may reveal that your concerns are minimal and change unnecessary. True, your concerns may need attention, but perhaps not a taxing change. A change must be worth the cost.
As stated above, changes are taxing. Every time a change, desired or not, is introduced to the body it can take a toll on the employee's morale. It takes energy to change and can require some new habits. Before you rush to conclusion, consider the fact that an assessment first, may prevent you from taxing something that doesn't need to be touched.
Changes to the organization can sap energy and morale. When you introduce new leaders, strategies, or new rules to the body, desired or not, it affects the organizations energy and morale. Why? It requires energy to change and may require different habits. There are ways to make positive changes to increase morale, however the changes that are discussed here are as a result of a challenge and the leaders need to assess the siutation before taking action.
There are times that you must make changes and not be scared to do it. For example, a new trend in the market or economic challenges can be good reasons to make changes. However even with those changes I believe that you need to make sure that the change is worth the cost. Constant change, unnecessarily, makes you look like you are uncertain and injures the team's morale. I suggest you evaluate the situation before making changes you think you need. Don't make changes because you are anxious. If you have made the assessment and determined the change is needed, then at least you can rest easy knowing it was for the continued purpose of the organization.
I was speaking with a friend and she shared a work experience with me involving a recently promoted manager. The new manager was ready to go and wanted to prove she could make things happen. Her first order of business was to disturb a system that was already working. Not to insult anyone's intelligence, but an evaluation would be better before a raid. The manager was new and wanted to make an impression. She created work for herself in the process.
During challenges, especially now, everyone wants to prove their value. She created a demonstration in power that was totally unnecessary. I have seen a lot of this in managers over the years. They feel they must make a presentation of power, rather than a demonstration of skill because they are either inexperienced or anxious about their performance. It's a very expensive show.
At times, there may be reason concern, but an assessment of the situation may reveal the concern is benign and a change unnecessary. Assess the situation first, before you draw conclusions and decide if a change is immediately necessary.
Sure concerns are natural to have. As I said before, as a professional something is always going to come up. Taking the time to assess the concerns may reveal that your concerns are minimal and change unnecessary. True, your concerns may need attention, but perhaps not a taxing change. A change must be worth the cost.
As stated above, changes are taxing. Every time a change, desired or not, is introduced to the body it can take a toll on the employee's morale. It takes energy to change and can require some new habits. Before you rush to conclusion, consider the fact that an assessment first, may prevent you from taxing something that doesn't need to be touched.
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