Organizations and teams that are able to foster meaningful conversations are ahead of the game. Meaningful and honest conversations help minimize communication problems, and increase productivity, by coming together around shared goals. Unfortunately, this is not often the case. Body language, subtext, and culture heavily influence the conversations we have. Additionally, organizational politics, mistrust or fear of vulnerability can hold back honest communication all together.
So how do you as an individual, regardless of position, begin to create the space for meaningful conversations? It takes patience, persistence, confidence and a checklist. This checklist is by no means an exhaustive summary on how to create meaningful conversations, it is a starter kit you can use to begin the process.Read more
In my post, 'An Approach to Dealing with Resistance in Your Organization', I discussed how change in your organization could cause resistance, and I suggested strategies to work through it. This post will focus on culture in an organization and why it is important to understand the culture of an organization before, during, and after implementing change – a Part 1 if you will. Part 2 will focus on what you can do during organizational change and how to ensure culture change sticks. It is important to remember that an organization does not have culture; it is the people that create, form and maintain a culture. Culture can dictate if an acquisition, merger, or organizational change goes successfully, and it is vital to understand how structural changes will impact said culture.Read more
As Millennials in the nonprofit sector, our ideas for trying new approaches are often met with responses like: ‘this is the way we have done things for 10 years’ or ‘I don’t see why we need to change, things are going well’. To understand how we can better influence people with our ideas despite resistance, we must first understand what resistance is and learn strategies to help us manage professional situations in which we find resistance (and not let those moments get the best of us).
Resistance is natural; it occurs in and outside of work and shows up wherever there are human interactions. Resistance is often an emotional process, and it is a reaction against the process of being helped (Burke, 2008, p.109). Sometimes we see resistance within our organizations when there are changes taking place, when stakes are high, or when roles shift among co-workers. We ourselves might be resistant to new ideas, suggestions, or a different way of doing our work. Whatever the reason, it is important to remember that resistance rarely has anything to do with you. Rather, it is reaction to the challenge created by new changes or ideas being proposed.Read more