Strategies for Employee Involvement & Collaboration

In this episode, Ulrike and her guest Jelena Kuznecova look into how to overcome the resistance of people to use a new filing system and to accept a new reality. Stay tuned if you want to learn how to create employee involvement and collaboration beyond the sheer launch of a new system or tool.

The challenge encountered in a recent implementation stemmed from the resistance among individuals to embrace the new reality introduced. This resistance was primarily attributed to the necessity for a shift in established work processes, particularly impactful for those engaged extensively with documentation—constituting approximately 80 to 95 percent of their daily responsibilities. The meticulous filing and archiving of documents represented a substantial aspect of their workflow.

Within this group, comprised largely of experienced individuals with years or even decades of service, a prevailing sentiment of pride in individually devised efficiency methods emerged. The absence of a standardized system, coupled with the absence of guidance on best practices, had led each member to invent their processes. Consequently, the resistance to relinquishing these established practices and transitioning to a new system was notably high.

In the context of organizational change, there is often a tendency to focus on future-oriented goals and outcomes, inadvertently overlooking the fact that individuals may be deeply rooted in established practices. To address this, two key strategies emerged:

1. Acknowledging and celebrating the value of existing practices before the change provides individuals with closure and an opportunity to be recognized for their contributions
2. Fostering a sense of ownership is pivotal. Involving individuals not only in the decision-making phase but also in the implementation process helps them feel a sense of agency and contribution. Recognition of their insights and efforts in the overall transformational process enhances commitment and minimizes resistance.

When introducing new initiatives, it is crucial to view employees and teams as collaborative partners rather than static components within the organizational structure. This shift from a perception of corporations as rigid and unchangeable entities to dynamic partnerships encourages a mutual push-and-pull dynamic. Both the organization and its employees contribute to and influence the direction of change, fostering a more adaptive and inclusive organizational culture. This paradigm shift emphasizes the importance of recognizing the shared responsibility for change and the need for collaboration in both directions.

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If you want to improve you own skills on leading change or communicating more effectively check out Ulrike’s online live courses for individuals here. Until next time, keep leading, keep learning, and making a difference!

About Jelena Kuznecova

Jelena is an experienced C Level Personal Assistant, Project manager and Transformational Life Coach. During her career she has led several projects and worked on many more and supported management and teams through change. She has even made transformation her passion by becoming a transformational Life Coach and supports her clients through professional and personal change.

https://www.linkedin.com/in/jelena-kuznecova/

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com