Question

What strategies might you use to implement the personal change needed to support organizational change? What is the relevance of unity consciousness in organizational leadership, communications, and change?

Answer 1

While implementing organizational change, the resistance is often faced from the employees that makes the change management process difficult and complex. As a result, it is often necessary to make sure that the possible disruptive group of employees are on board with the change process.

One of the key strategies to make sure that the employees undergo this personal change to be more supportive to the organization is “Inclusion”. This strategy entails that while beginning the change management process, include the group of employees in the decision making process. While it may not be everyone, but the leadership could be included and help the overall process. For example, let’s say in an organization, it is anticipated that the logistics division will resist the new change that is being planned. A few leaders from the logistics department could be included in the change management discussion. This way the information could be spread within the organization that the logistics department was part of the change management group. This would eventually reduce the resistance from the team at the logistics division.

Unity consciousness in an organization means thoughts and actions performed in a certain way that makes the organization work closely with one another. The impact of a close knit team/group in an organization is quite powerful and often self-explanatory. With unity consciousness, organization can establish their leadership with ease and transparency. The communications between teams, divisions and functions become much easier and quick. Also one of the most difficult aspect of organizational transformation often becomes easier with a collective mindset.