O que você faz se seu local de trabalho passar por grandes mudanças organizacionais?

Es muy importante que la comunicación en la organización sea fluida y clara para evitar la sensación de inseguridad y ansiedad. En las diferentes áreas se hacen comités primarios, se puede hablar con el jefe y decirle que se aproveche uno de esos espacios para conocer de primera mano que esta sucediendo en la organización con los cambios, en particular con el área y con las posiciones de cada uno para poderse preparar.

In times of significant organizational shifts within the workplace, it becomes crucial to navigate change with resilience and adaptability. One finds oneself pondering strategies to maintain productivity amidst uncertainty and to effectively realign goals with the new organizational vision. Seeking opportunities for upskilling and fostering open communication channels can serve as pillars of support during such transitions, enabling individuals to thrive in evolving environments. Embracing change as an opportunity for growth rather than a hindrance can pave the way for personal and professional development, fostering a culture of resilience within the organization.

Organizational changes are often a part of any business so it's really more about how you handle those changes. If possible, give yourself more time to adapt to the changes and all they bring. Keep the lines of communication open to prevent misinterpretations and misunderstandings. Also, keep in mind that change is challenging for most people so give others a bit more grace and space during these times.

Always remember nothing lasts forever. Don’t panic and listen to input and feedback if this will affect your continuity and future in the organization. Change is not negative and one must be receptive and show acceptance of new ideas and concepts. Stand Strong and demonstrate validation.

Rarely does anyone work for any organisation long term and not have to go through major change. To prevent getting stressed in times of major organisational change; 1. Don't listen to gossip or rumours about the changes, stay focussed on the information coming from appropriate sources like senior management. 2. Try to understand the reasoning behind the changes, every organisation has to evolve, particularly after the pandemic. 3. Don't feel threatened by change, try to see the positives. Change can be refreshing and bring new life to an organisation. 4. If you are a manager, keep staff updated from the start and help them to feel reassured otherwise, you are only giving yourself more stress if your staff feel unsettled and demotivated.

As you navigate the shifting sands of organizational change, remember that each wave of transformation brings with it a chance to redefine and rediscover your potential. 🌊 Embrace this period not just as a test, but as a testament to your resilience and adaptability. 🌟 Act not out of fear, but with the courage to shape the future. Let your journey through change be a beacon for others, proving that with the right mindset, every challenge is surmountable. 🚀🌈 For more insights on thriving through change, consider exploring "Who Moved My Cheese?" by Spencer Johnson. #StressManagement

We must remember that within every challenge lies an opportunity for growth. Embrace the shifting tides as a chance to showcase your resilience, creativity, and adaptability. Stay informed, communicate openly, and remain flexible in the face of uncertainty. Each twist and turn in the journey presents a chance to learn, evolve, and emerge stronger than before. Trust in your abilities, believe in the power of teamwork, and stay focused on the shared vision of success. Together, we can weather any storm and emerge victorious, armed with the wisdom and strength gained from navigating change.

If my workplace undergoes major organizational changes, such as restructuring, mergers, acquisitions, or leadership changes, as a Scrum Master,several proactive steps to ensure that the agile processes and team dynamics remain stable and productive like.......Open and transparent Communication,Reassurance and Support,Collaboration with Leadership,Team Empowerment,Assessment of Impact,Continued Improvement. By proactively addressing the impact of organizational changes and supporting the team through the transition, I would strive to ensure that the agile processes remain resilient, productive, and aligned with the organization's goals.

Cada compañía tiene una cultura de comunicación particular. Sin embargo es muy importante que el entorno con cambios cuente con espacios en donde haya seguridad psicológica y la expresión de las preocupaciones y angustias sea posible de la manera más auténtica posible.

Emotional safety is key to an open dialogue between colleagues. A clear plan detailing how processes are to be implemented and who is accountable for each activity is vital for a system that works. Each workplace will have a way of communicating to suit their needs. It may be a written notebook, an open document, or discussion board, one-on-one meetings. Each place must decide for themselves. As long as all members are respectfully heard and are kept in the discussion about what ideas will be used and why the decisions were made. It's best not to leave blanks for team mates to fill in on their own. This leads to gaps in process which ultimately do not lead to successful results. Be clear and open with dialogue for a successful transition.

Tener una red de apoyo profesional y personal que siempre esta para ayudarnos es muy importante más aun cuando estamos inmersos en un entorno de cambios importantes. Podernos expresar abiertamente frente a como nos sentimos ayuda a minimizar la ansiedad y el estrés, eso si busquemos siempre alguien que nos genere tranquilidad y paz, por tal razón seamos selectivos frente a quien escogemos para conversar.

During times of transition it is important to have flexible open communication during the merging of company visions. More questions are better than fewer as it is important to have a clear path forward as it pertains to how process should be implemented. Managers should make themselves available and ask how things are going. Preferably to be open to conversations about how there can be more flow and less friction in the daily processes. However, each team member ideally will take accountability for their process and seek support where needed to give the best service possible to stakeholders.

Tu y nadie más que tu eres lo más importante en toda situación de cambio. Si no te sientes cómodo, exprésalo, si sientes ansiedad mueve tu cuerpo, si tienes síntomas físicos como dolor de cabeza medita y aquieta tu mente. Si tu no te cuidas, nadie lo hará por ti.

The most important area of life within your control which should take first priority is You! Your health, diet, lifestyle, routine. Ensure you maintain a stable routine and keep a close eye on your emotional thermometer. It is important to have the right mental attitude to handle uncertainty. Once the changes subside and things normalise, you need to be in the right frame of mind and energised for the next leg of your career journey.

Self-care is always important, even more so in order to manage additional transition stress. Journaling thoughts can be very useful and place the stress outside of yourself. It also leaves important notes to refer to should conversations come up about where improvements are needed. A rested mind and body works better so make sure to get good rest. Conversely, activity is important, work out the stress with a physical activity you enjoy. Personally, I enjoy hiking and dancing, everyone has their favorite forms of activity. Take time to connect with people you enjoy who refill your cup when the work day drains it. Eat healthy and stay hydrated! These steps allow you to approach your new challenges with a fresh and invigorated point of view.

True Flexibility is a key here in such situations and embracing change with an open mindset will truly help you. Remain flexible and prepared to adjust workflows, processes, and priorities as needed to align with the new organizational direction. Be proactive in seeking out opportunities for skill development or retraining to ensure readiness for evolving roles or responsibilities. Additionally, maintain a positive attitude and focus on what you can control amidst the changes. Emphasize the aspects of your work that remain within your sphere of influence and continue to deliver high-quality results.

Trabajar la mente, es clave en momentos de incertidumbre, piensa en el hoy, conoce los posibles cambios del mañana, y aprende del pasado, no te condiciones para nada y enfócate en lo que puedas controlar. Lo que esté en tus manos hazlo, lo que no resuene contigo trata de dejarlo pasar, enfócate en ti y en lo que este a tu alcance y busca lo positivo de la situación, esto te ayudara a disminuir un poco la ansiedad suelta el control, los cambios en las organizaciones no dependen de ti, a no ser que seas el dueño de la misma.

Adapting to a new organization can feel stressful. We tend to prefer the known from the unknown. There is comfort in "the way we do it". Particularly when the vision of the new company has a wide gap from the previous one. First, be patient and document the process if there are new points of friction. There may be new organization ideas that work better. Be willing to allow the process to unfold and note what works and what seems to need further adjusting. It will be revealed over time whether the new organization is a match for the previous staff. When flexible open communication is respectful there is plenty of opportunity to merge the best ideas and leave the rest behind. Which is what vibrant organizations do. They adapt and overcome.

Having been through multiple, large corporate mergers and reorganization, it’s important to keep your eyes on the horizon yet feet on the ground. Network within your organization to find out about openings in other departments as well as communicate with your managers if possible. Be transparent as to your commitment to the company and willingness to take on a new position . Contrast to that, networking with people in your industry can help you determine other options. Change means opportunity but you have to create it!

Evaluate Opportunities in this period to reassess your career goals and aspirations. Consider whether the new direction of the organization aligns with your long-term objectives, and if not, explore alternative options within or outside the company.

CHANGE is one of the six main areas associated with work-related stress. I’m not saying change in itself causes stress! What I am saying is when change is forced upon you, for example: - a departmental restructure - a change of manager or leader or - even a change in how and where you work Any of these things can cause feelings of unease, anxiety and stress. So it’s important to acknowledge this.