Avsnitt
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In this episode, Ulrike and her guest, Sally Jones, dive into the challenging and emotionally taxing experience of managing a massive layoff. Sally, had to oversee the reduction of her team from 36 to just 2 or 3 members. She shares her insights and tips on handling such a difficult situation professionally and effectively.
Key Insights and Tips:
1. Maintain Professionalism and Objectivity
Detach from personal emotions and focus on the task at hand. Understand and accept that the lay-off, although tough, was necessary and beneficial for the organization.
2. Adopt a Positive Mindset
View challenges as opportunities for growth and valuable experiences. Avoid falling into pessimism and take control of the situation.
3. Stay Open-Minded
Be flexible with the outcome, recognizing that the final result may differ from initial expectations.
4. Prepare for Team Questions
Anticipate questions from team members and contribute to the overall Q&A. Clarify your emotions and positions to provide informed answers.
5. Act Quickly to Manage Rumors
Address the situation promptly to prevent rumors from worsening the team's morale. Understand that people often imagine worse scenarios than reality!
6. Be Available for Your Team
After the official announcement, remain accessible for questions and support. Organize one-on-one meetings to offer both organizational and emotional support.
7. Acknowledge Survivor's Guilt
Recognize the emotional impact on those who remain after the lay-off. Address feelings of guilt and ensure continuous support for these team members.
Handling a significant layoff requires a balance of professionalism, empathy, and strategic communication. Sally's experience highlights the importance of staying objective, supporting your team, and managing the emotional aftermath of such a transition. Tune in to learn how to navigate these challenging situations effectively and listen to the full episode for more detailed insights and personal experiences shared by Sally.
Join us next time as we continue to explore strategies for effective leadership and personal growth. Remember, it's okay not to have all the answers. Embracing uncertainty is the first step towards authentic leadership.
If you want to improve your own skills in leading change or communicating more effectively, check out Ulrike’s online live courses for individuals here.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. Remember to subscribe, rate, and leave a review if you enjoyed it. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly.
Until next time, keep leading, keep learning, and making a difference!
About Sally Jones
Sally Jones, originally from the UK, now living in Switzerland, has 30 years finance experience, including the last 7 years as a C-suite executive. She has worked in practise, financial services and aviation services industries, public and privately owned companies.
Sally has experienced a number of transformation exercises in her career, M&A, Financing, reporting, audit and ESG.
https://www.linkedin.com/in/sally-jones-1000a43/
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: [email protected]
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In this episode, Ulrike and her guest Erika Darmstaedter explore the challenge of managing the fear of not having all the answers as leaders and how admitting uncertainty can foster authenticity and trust within teams.
Leaders, especially in higher positions, often feel compelled to have all the answers. This pressure can lead them to provide responses even when they're unsure, fearing that admitting ignorance might undermine their credibility. But actually, the opposite is true. Pretending to know when unsure can erode trust and credibility over time. It can lead to resistance when discrepancies arise between stated knowledge and reality.
Our best picks on how to shift from the fear of not knowing to a constructive approach:
Letting Go of Old Ideas: In today's world, leadership isn't solely about possessing knowledge but also about knowing where to find information. Leaders must overcome the ingrained notion that their value is solely determined by their knowledge.Learning to Admit in a Safe Space: Creating a safe environment to admit uncertainty is crucial. Leaders should practice acknowledging their lack of knowledge in a trusted setting before applying it in real-life situations.Creating a Learning Environment: Being open about uncertainties in meetings sets a positive example and encourages others to do the same. This fosters a culture of learning and collaboration.Repositioning Not Knowing as Valuable: Rather than viewing uncertainty as a weakness, leaders should see it as an opportunity to enhance understanding and prevent misunderstandings. Asking questions adds value to projects by providing clarity and detail.Maintaining a North Star: While embracing uncertainty, it's essential for leaders to maintain a clear long-term goal or purpose. This acts as a guiding principle while remaining flexible in execution, fostering consistency and credibility throughout the process.Relearning that perfection isn't necessary takes time and self-awareness. However, embracing authenticity and admitting uncertainty can ultimately lead to increased trust and support from those around you.
Join us next time as we continue to explore strategies for effective leadership and personal growth. Remember, it's okay not to have all the answers. Embracing uncertainty is the first step towards authentic leadership.
Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively, check out Ulrike’s online live courses for individuals here.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. Remember to subscribe, rate, and leave a review if you enjoyed it. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly.
Until next time, keep leading, keep learning, and making a difference!
About Erika Darmstaedter
Erika is a global business leader with 30+ years in the creative industry, including 20+ years in CEO- and C-Suite and Board roles. She is Co-founder of Collective 63, a business-transformation advisory, Non-Executive Chairperson of the Avantgarde Brand Experience network, and Advisor to various tech-startups. She holds mentorship roles at The Founder Institute, the University of St. Gallen and INSEAD Alumni. Her expertise is directed at transforming companies into resilient entities poised for future challenges while championing gender equality and addressing ageism in the evolving business landscapes.
https://www.linkedin.com/in/erikadarmstaedter/
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: [email protected]
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Saknas det avsnitt?
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In this episode, Ulrike and her guest Jennifer K. Hill explore practical strategies for leaders to manage their anxiety during change and empower themselves to guide their teams effectively.
As leaders, it's crucial to begin by working on ourselves. Even if we never verbalize our feelings, our team can sense our emotions, leading to their discomfort and distress. Thus, the first step is for leaders to foster a deeper connection with themselves. We share here a few concrete techniques:
1. Practice deep listening, starting with ourselves and extending to our team members. Recognize that everyone has unique motivations, and by understanding and speaking to these motivations, we can cultivate psychological safety, productivity, and effectiveness.
2. During times of change, reflecting on what truly matters to us is essential. Jennifer refers to this as the "golden triangle" of connection to ourselves, others, and our purpose. Everything else falls into place when our actions align with a greater mission. Effective leaders embody these principles and engage in daily reflection.
3. Before bed, consider three questions: How could I have improved today? What am I proud of? What are three things I appreciated about my day?
4. When anxious, practice regulating the nervous system through deep breathing techniques, focusing on the heart center.
5. Physical posture also influences our mindset. We can access new perspectives and behaviors by consciously altering our body position. Inner child work is another valuable technique discussed in the episode.
Addressing our psycho-spiritual and emotional needs prevents reactive behavior and avoids burdening others with our emotional baggage. We create a healthier environment for ourselves and our teams by attending to our emotional well-being.
Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively, check out Ulrike’s online live courses for individuals here.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly.
Until next time, keep leading, keep learning, and making a difference!
About Jennifer Hill
Jennifer K. Hill is an Evolutionary Leader, entrepreneur, author, speaker, podcaster and TV host. She has hosted popular shows with Dr. Deepak Chopra, Bruce Lipton, and many other leaders from around the world on her Regarding Consciousness podcast. After exiting her first company in 2018, she recently co-founded a new company in the technology space, OptiMatch (om.app) that utilizes their proprietary algorithm and built in AI to match people in business.
https://www.linkedin.com/in/jenniferkhill/
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: [email protected]
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CEO Diego Pesciatini and Ulrike Seminati share strategies to improve productivity and create buy-in for ambitious change projects in this episode.
Main Discussion Points:
Obligation to Dissent:
Encouraging a culture of dissent fosters critical thinking and empowers team members to voice their perspectives. Leader actively solicits opposing viewpoints from team members before making decisions, instilling confidence in the team's ability to contribute constructively.Understand Your Own Motivations First:
Effective leadership needs setting aside personal ego and identifying motivating factors to align team efforts towards shared goals. Leaders must discern individual and collective motivators to inspire team commitment and drive success.Learn to Pass the Message:
Tailored communication approaches to resonate emotionally with diverse team members enhance message reception and alignment. Flexibility in communication styles, ranging from directness to diplomacy, ensures effective conveyance of expectations and objectives.Help Your People Grow:
Prioritize nurturing the growth and development of ambitious team members over protecting personal status. True leadership is exemplified by facilitating the growth of others, fostering a culture of collective advancement and success.Find the Right Balance Between Showing Strength and Vulnerability:
Embracing vulnerability and acknowledging limitations without hesitation instills trust and authenticity within the team. Demonstrating strength in decision-making while acknowledging inherent uncertainties fosters confidence and a culture of decisive action.Conclusion:
Maintaining productivity amidst change needs inclusive engagement and personalized support for team members. Leaders can effectively navigate transitions by nurturing individual growth and fostering a culture of open communication and mutual respect while maximizing team productivity and cohesion.
Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively, check out Ulrike’s online live courses for individuals here.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. Remember to subscribe, rate, and leave a review if you enjoyed it. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly.
Until next time, keep leading, keep learning, and making a difference!
About Diego Pesciatino
Diego is the CEO of Amicorp Management Services, a global player in the financial services industry. After his law studies in Italy, he started his career as legal and business advisor in the MENA region where he advised prominent families, including Royal family members expanding their businesses globally. He moved to Zurich 10 years ago and he’s now leading a global team of professionals providing financial and administration services to Institutional, corporate and private clients.
https://www.linkedin.com/in/diego-pesciatini-09a36086/
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: [email protected]
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In this episode, Ulrike explores with seasoned CEO Martin Brettenthaler strategies employed by CEOs to navigate organizational change effectively. From transitioning from a focus on efficiency to prioritizing customer-centric approaches, to merging agile mindsets with risk-averse behaviors, we uncover key insights on driving change from the top.
Main Discussion Points:
1. Engaging with the Organization:
Go out as a CEO and engage with employees across all levels of the organization to gauge perceptions and sentiments about the company. By understanding the collective perspective, CEOs can shape a compelling change narrative that fits to wide parts of the organization.
2. Crafting the Change Story:
Utilizing metaphors that resonate universally, CEOs can craft a change story that mobilizes emotions and support. A crucial tip: If the narrative could be applied to another company it is most likely not unique enough and may struggle to inspire.
3. Balancing Confidence and Vulnerability:
Effective communication from CEOs strikes a balance between confidence in the project's direction and personal vulnerability. While factual information is important, emotional aspects are equally crucial in fostering understanding and trust.
4. Introducing a Proactive Mindset:
CEOs can implement the Player/Learner model to instill a proactive mindset within the organization. This approach encourages employees to make a mindset shift and actively engage in learning and adapting to change.
5. Tracking Success and Feedback:
Continuous follow-up and feedback mechanisms are essential for tracking the success of change initiatives. Understanding what has been comprehended, what needs improvement, and addressing any misunderstandings are integral to driving sustained change.
By incorporating these strategies, CEOs can navigate change with confidence, fostering a culture of adaptability and growth within their organization.
Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis.
Until next time, keep leading, keep learning, and making a difference!
About Martin Brettenthaler
Martin started his career 25 years ago in process industries, building materials and wood. He was a member of the executive committee of HIAG Group at the age of 30; then made a management buy-out together with partners of Pavatex, a wood-fibre insulation producer, which they sold successfully in 2015; After that, Martin became CEO of SWISS KRONO Group, a world-leading producer of wood-based panels for furniture industry and flooring with production sites in Switzerland, Poland, Germany, France, Hungary, Ukraine, Russia and the US, a turnover of CHF 2 bn and 5000 employees. He left on January 31, 2024, to look out for new challenges.
https://www.linkedin.com/in/martin-brettenthaler-b168aa/
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: [email protected]
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In today's episode, Ulrike and her guest Brian Cooklin, a seasoned professional with a proven track record of success as a teacher, a leader at all levels and a Principal, explore the intricacies of leading Generation Z individuals through periods of change. With their unique perspectives and preferences, understanding how to navigate change effectively becomes paramount for building age-diverse teams and thus organizational success.
1. Acknowledging Generational Differences:
Younger staff members often prioritize specific issues, contrasting with older generations who may adopt a more generalized approach to various aspects like politics and economics.It's essential to recognize the significance of these issues to Generation Z and avoid dismissing them as insignificant.2. Communication and Respect:
Highlighting the interdependence within the organization fosters a culture of respect, which is fundamental for addressing issues such as equality, diversity, and inclusion.Effective communication is key, as misunderstandings can lead to significant business mistakes.3. Managing Expectations:
While younger generations may seek quick decisions and responses, it's crucial not to promise what cannot be delivered consistently.Security remains a primary concern for most individuals, and not all changes need to be implemented rapidly.4. Embracing Open-mindedness:
Encouraging open-mindedness among all generations enables a conducive environment for learning and collaboration.Recognizing multiple perspectives and understanding that there's no singular reality fosters better mutual understanding and respect within the organization.Conclusion:
Successfully leading Generation Z through change requires a nuanced approach that acknowledges their unique perspectives while fostering open communication, respect, and a willingness to embrace diverse viewpoints. By understanding and addressing these dynamics, organizations can navigate change more effectively and foster a culture of inclusivity and innovation.
Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis.
Until next time, keep leading, keep learning, and making a difference!
About Brian Cooklin
Brian was previously the Founding Principal of the Nord Anglia International School in Hong Kong, he has also been the Principal of a British International school in Mexico City and a school in his home country of Scotland. Since August 2022, he has been Regional Managing Director for the European region of Nord Anglia Education Group. Brian is a popular conference speaker and workshop trainer as well as the author of many articles for Education journals and publications. A keen public speaker and debater, his other claim to fame was appearing as a contestant on BBC’s Mastermind quiz programme.
https://www.linkedin.com/in/brian-cooklin-5770a2b4/
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: [email protected]
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In this insightful episode, Ulrike and her guest Isabel Steinhoff, Transformation Expert & Metaverse Advisor, explore the challenges and opportunities in introducing the use of the metaverse within a corporate organization. Significant digital changes often evoke fear among people due to the unfamiliarity with new tools, leading to insecurity and a lack of control. Resistance towards revolutionary tools like the metaverse tends to be initially high, fueled by concerns of societal disconnection and job insecurity.
Discussion Points:
1 - Addressing Concerns and Benefits:
Acknowledge valid concerns but emphasize the benefits: Will it replace or empower individuals? Will it foster creativity and enable new opportunities?2 - Seeing is believing:
Offer firsthand experiences of the metaverse through curated and guided sessions, meeting people where they're at instead of relying solely on traditional presentations.Simulate work scenarios such as virtual meetings to demonstrate the potential for enhanced connection and collaboration compared to conventional video calls.Break down the whole concept into digestible slides, making it accessible and inclusive for all.3 - Psychological safety in the Metaverse
Explore the concept of psychological safety in VR, where individuals feel a sense of closeness while retaining a safety layer through avatars.Introverted individuals may find VR environments conducive to expression and participation, leading to greater engagement.If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly.
Until next time, keep leading, keep learning, and making a difference!
About Isabel Steinhoff
Isabel Steinhoff is co-founder Dimenteers, Transformation Expert & Metaverse Advisor, and member of multiple boards. Isabel loves working at the intersection of strategy, technology and people. For over 10 years, Isabel worked in the media industry and management consulting. She previously served as Managing Partner at a digital transformation network that included more than 20 member companies with over 450 employees. Building on this experience, her path as an external navigator has led her to co-found the Metaverse advisory boutique Dimenteers. Why? Because she strongly believes we're at an inflection point of the way the internet - and with it business - works.
https://www.linkedin.com/in/isabelsteinhoff/
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: [email protected]
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In a world where adaptability is key, it's crucial for leaders to excel as change agents. Yet, with 70% of the global workforce resistant to change, this is the obstacle many leaders fail to overcome. In this episode, Ulrike and her guest Marta Wlodarz, highly experienced in leading large-scale transformations, explore tangible actions that leaders can employ to guide their teams through change in an inspiring, authentic, and credible manner.
Understanding the resistance to change is pivotal. It often stems from the perception that something valuable is at risk or a fundamental fear of instability and uncertainty. Successful change leaders must consider both the professional and intrinsic personal motivators of themselves and their team members. Before leading others, they must prepare themselves. Building resilience, fostering a clear personal vision, and maintaining a balanced approach to work by setting priorities lay the foundation for continued performance during challenging times.
Here are our 5 key action points:
Craft your personal change story: Explore your motivations toward the company goal, not just professionally, but also on a personal level.Clarify your personal values and strengths: Cultivate consistent behavior by being clear about your values and strengths. Recognizing and taking pride in your valuable contributions serves as a powerful motivator during stressful times.Create followership among the team: Build credibility and enthusiasm by genuinely believing in the success and purpose of the project. Develop your personal change story for clarity, fostering a sense of ownership from the start.Prioritize effectively: Use your time for activities that only you can do and cannot be delegated. Analyze your calendar to ensure efforts are directed where the most value is created. Avoid getting trapped in the urgency of important matters and allocate time to things that are "only" important, feeding into your mid- and long-term goals.Communicate early and openly: Share information as early as possible, even if details are incomplete. This prevents rumors from creating internal and external insecurity, inviting early input from across the organization and enhancing a sense of ownership from the outset.Join us as we unravel the nuances of effective change leadership, providing you with actionable insights to navigate the challenges of leading through change.
If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly.
Until next time, keep leading, keep learning, and making a difference!
About Marta Wlodarz
With over 9 years of experience at a consulting company, Marta is a Senior Engagement Manager who leads large-scale strategy, organizational and technology transformations for clients in various sectors, such as financial services, IT, consumer goods, and advanced industries. Her core competencies include strategic planning, business development, organizational design, talent and leadership, and transformations.
https://www.linkedin.com/in/marta-wlodarz-b984002/
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: [email protected]
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In today's episode, Ulrike is diving with Fiona McKerrow, seasoned strategic communicator and change navigator, deep into the intricacies of managing people throughout the entire life cycle of significant organizational change. This process, which often spans months or more, poses unique challenges for leaders, from the delicate pre-announcement phase to maintaining momentum post-reveal.
Preparing for Change - The Ambiguity Challenge: Significant organizational change requires meticulous preparation, yet during this phase, senior leaders grapple with the challenge of holding ambiguity. Rumors spread swiftly among employees, creating unrest and fear. The burden on leaders intensifies as local administrative requirements may lead to additional delays before the change can be officially announced.
Maintaining Business as Usual Amidst Uncertainty
Senior leaders must juggle the demands of maintaining "business as usual" and sustaining motivation levels for themselves and their teams. The process involves navigating a delicate balance to uphold both organizational stability and the motivation required for successful change implementation.
Post-Announcement Challenges: Focus and Motivation
Once the change is officially announced, the focus shifts to maintaining momentum and motivation. Behavioral consistency becomes a crucial success factor in bringing change plans to life. Middle managers play a pivotal role in translating the change to their teams, facing the challenge of providing credible answers as they receive details in real-time.
Proactive Strategies for Effective Change Management
Action 1: Embracing Ambiguity
Leaders can skillfully navigate the pre-announcement phase by acknowledging that change is in the pipeline without divulging specific details. This allows for controlled information dissemination.
Action 2: Personal Preparation
Leaders can use the waiting period before the official announcement to clarify their personal motivations for the change. This ensures authentic and credible communication when details are disclosed.
Action 3: Crafting a Compelling Business Story
Create a clear and compelling narrative outlining the tangible benefits of the change. Officially communicate as early as possible, encouraging employee engagement in co-creating parts of the transformation process.
Action 4: Early Involvement of Middle Managers
Onboard middle managers in advance to equip them with the necessary details, allowing them to create personal change stories and effectively communicate with their teams. Establish regular forums for peer-to-peer learning.
Action 5: Employee Involvement
Allow employees to actively contribute to the change process. This goes beyond passive acceptance, requiring genuine implementation of their input to foster true engagement.
Join us as we explore these strategies and insights, providing practical guidance for leaders navigating the complexities of organizational change. Remember, effective change management is not just a process—it's a journey of collaboration and adaptation. Tune in for valuable tips on how to lead your team through the winds of change.
If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis.
Until next time, keep leading, keep learning, and making a difference!
About Fiona McKerrow
Fiona has partnered with Business Executives across a range of industries and geographies, guiding them on engaging, enlivening, and engendering employee commitment on critical topics. She is highly skilled at developing opportunities to enable transformational change anchored to a compelling vision. A systemic thinker, Fiona thrives in organizations that are driving strong culture movements. Passionate about inclusivity, she is committed to ensuring all employees are encouraged and enabled to have their voices heard. Fiona’s passion project is her role as a Gen Z Ambassador committed to developing future leaders.
http://www.linkedin.com/in/fiona-mckerrow/
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: [email protected]
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Welcome to a new episode of our podcast, where Ulrike explores with her guest, Jennifer Thamm, a seasoned risk management expert, the crucial topic of people risks related to change programs. Join us in this insightful episode as we explore effective strategies to diminish distractions such as anxiety and anger, and to ensure the well-being of both individuals and organizations.
In the European Union alone, stress-related incidents in organizations surpass a staggering 600 billion Euros annually. When it comes to large transformational programs, the greatest risk isn't necessarily about understanding the people involved; rather, it's the absence of a thorough risk evaluation and a robust people-centric program. One significant challenge faced during change is presenteeism—everyone may be physically present, but distractions, anger, or anxiety can hinder peak performance. Organizations must pinpoint the origins of presenteeism and find effective solutions, especially during large transformation programs.
In addition to traditional HR Key Performance Indicators (KPIs), such as turnover and sick leave rates, it's essential to consider Key Leading Indicators (KLIs) from a risk management perspective. KLIs serve as preventative measures, signaling potential risks before they escalate. Identifying issues early allows for timely and proactive actions.
Here are some proposed action steps:
Understanding Everyone's Needs: Establish mechanisms to easily grasp the concerns of everyone involved. Conduct a bottom-up approach, involving both leadership and entry-level employees. Measurement Capability: Develop a straightforward measurement capability, avoiding unnecessary complications. Maintain consistency in measurements to ensure accurate comparisons over time. Taking Action: Assign individuals to address measured concerns. Define actions that genuinely tackle root causes and hold individuals across the organization accountable.A heads-up for EU-based organizations: Starting January 2024, mid-size and large companies are obligated to report on the UN sustainability goals. Health and wellbeing, the third goal, requires companies to not only look at and report on risks and opportunities but also govern wellbeing programs within the organization.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis.
If you want to improve your own skills in 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 Jennifer Thamm
Jennifer is based in Zurich, Switzerland. Through her company, SaysLife, she works with corporations to govern people & wellbeing-related risks in their organization. When not developing corporate solutions around transformation and well-being, she spends time with her family and coaches youth ice hockey.
https://www.sayslife.com/
www.linkedin.com/in/jenniferthamm
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: [email protected]
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In this episode of Leading Change Conversations, Ulrike and her guest, Sara Vermeulen-Anastasi, look into how to accompany an organization through a vital and difficult transformation where most employees are suspicious and cynical. Tune in if you want to learn about a combination of multi-channel tools to build trust and engagement in such a situation.
Sara was engaged in a pivotal role within a company undergoing a significant and challenging transformation. Colleagues harbored skepticism and cynicism due to past experiences with transformations, some of which did not unfold as successfully as anticipated. Moreover, there existed a heightened sense of apprehension among employees, given that previous transformations had resulted in restructuring and job losses. Sara's overarching objective was to navigate the organization through this transformation and, crucially, to cultivate trust.
To address these challenges, a meticulously crafted multi-channel strategy was implemented, targeting not only rational understanding but also emotional engagement. The linchpin of this strategy centered on middle managers and internal experts, forming a coalition and acting as trusted ambassadors to impart the essence of the change to their respective teams. Creating a compelling narrative that articulated the why, what, when, and the envisioned future constituted a fundamental aspect of the change initiative.
Key actions undertaken included:
Relevance: Middle management and team members were actively involved in explaining the change to their colleagues, making it more relatable and relaying firsthand experiences. Visibility and Buzz: Tangibility was enhanced through the creation of collateral such as T-shirts, generating a buzz around the transformation and making it visually impactful. Ownership: Teams were empowered to take ownership by providing monthly progress updates, fostering a sense of responsibility and accountability. Demonstration: The adage "seeing is believing" was embraced by creating an immersive experience of the change's results, employing virtual reality headsets to showcase the envisioned future. Gamification: Injecting an element of fun into the transformation, certain aspects were gamified to make the process engaging and enjoyable for participants.By strategically implementing these actions, Sara aimed to not only drive tangible change but also to instill a positive and forward-looking mindset among employees, fostering a culture of collaboration and ownership throughout the transformational journey.
Thanks for tuning into 'Leading Change Conversations'! I hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly.
If you want to improve your own skills in 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 Sara Vermeulen-Anastasi
Sara is a passionate storyteller and connector with extensive expertise across the complete branding, marketing, communications and sustainability spectrum. Results-focused and hands-on, she has solid cross-industry experience in fast-paced and transformative sectors: from pharma, food and agriculture to IT, technology, geospatial, and logistics. Multi-lingual, a digital advocate and a dyslexic thinker she enjoys developing synergies and integrated solutions to enhance reputations, foster transformation and growth, and especially drive value and impact.
https://www.linkedin.com/in/saravermeulenanastasi
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: [email protected]
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Welcome to another episode of Leading Change Conversations, where we explore practical strategies for making positive changes in our lives. In today's episode, your host Ulrike is joined by Sandy Kaufmann, a relationship and love coach, as they explore the fascinating topic of using our nervous system to drive real change and overcome common obstacles like procrastination and fear.
Segment 1: The Role of the Nervous System in Change
Understanding the impact of our nervous system on making life changes.Signs that your nervous system might be hindering your progress.The connection between emotions, thoughts about change, and the state of our nervous system.Segment 2: The Fight or Flight Response and its Impact on Change
How insecurity puts us in a physiological state of fight or flight.The challenges of connecting with others and accessing our own resources in this state.The inner and outer battles that may occur when trying to make changes.Segment 3: The 3-Step Approach to Ease Action
Breathing through the nose to lower agitation. Alternate nostril breath for downregulation and mental clarity. Mouth breathing for increased energy using the O-mouth breath.
Step 1: Reflect on your logic about change, exploring past experiences and perceptions.
Step 2: Identify triggers that lead to fear or anxiety and strategize solutions.
Step 3: Utilize breath exercises to cool down the nervous system and shift towards a safe spaceSegment 4: Bringing It All Together
Creating awareness and clarity about your attitude and triggers toward change.Leveraging breath techniques to make your nervous system your ally.Turning resolutions into concrete actions for the new year.Join Ulrike and Sandy as they guide you through this transformative journey from procrastination and fear to easeful action.
Tune in to Leading Change Conversations for practical insights and accessible techniques to make your new year's resolutions a reality. Remember, change starts from within, and your nervous system can be a powerful tool on this journey.
Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly.
If you want to improve your own skills in 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 Sandy Kaufmann
Sandy is a relationship coach who helps her clients to materialize positive change in their lives by improving their relationship with themselves and with others. She is certified in traumatic stress from the Trauma Research Foundation de Bessel Van der Kolk, and among many other qualifications, she also holds certifications in breathwork and as a mental coach from the IPC Academy and the Life Coach School.
https://sandykaufmann.ch/
https://www.linkedin.com/in/sandyloutfian/
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: [email protected]
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In this episode, Ulrike delves into Oksana Prokhorova's experience—a seasoned change leader in manufacturing who excelled in large corporations but faced challenges implementing change in a tech startup. Despite her success in managing change for sizable teams, Oksana's proven methods failed in the startup environment.
Unlike corporate settings, startup members are deeply connected to their projects and reluctant to proven corporate initiatives. This particularly strong sense of ownership led to resistance against necessary changes for growth. Startup members, deeply connected to their projects, were reluctant to proven corporate initiatives. Oksana, with her non-startup background, faced unparalleled resistance, making the change process a lonely endeavor. Quickly initiating changes without building a foundation for trust and collaboration, Oksana was perceived as someone destroying their dream with her proposals.
Proposing a solution, Ulrike suggests acknowledging the emotional implications of implementing structures in startups. She emphasizes actively managing expectations with startup stakeholders before starting any change process, making it a condition to address the fundamental differences in thinking before commencing work. Despite the risk of rejection, open and confronting discussions are crucial for aligning perspectives and achieving successful collaboration.
Thanks for tuning into 'Leading Change Conversations'! I hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly.
If you want to improve your own skills in 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 Oksana Prokhorova
Oksana is a Lean Six Sigma Black Belt, PMP and change management enthusiast who moved 4 countries, 5 industries and shifted from 20 years of transformational change management in some of the world’s largest companies to a small tech startup.
http://linkedin.com/in/oksanaprokhorova
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: [email protected]
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In this episode, Ulrike and her guest Birgit Eberle explore strategies for overcoming team resistance when assuming interim leadership and navigating the transition from a managerial to a leadership role simultaneously.
Ulrike’s guest, Birgit, currently leading the talent management and recruitment team at a Zurich-based recruitment agency, has been tasked by her supervisor to temporarily assume leadership of the client-facing team on an ad interim basis, given the absence of a leader in that department. This situation presents a challenge for her, given her recent entry into the role and the organization, coupled with her specialized expertise in another domain.
Recognizing her inclination towards acting like a manager despite aspiring to be a leader, Ulrike and Birgit have worked out the following approach for this transitional phase:
Acknowledge that is necessary to let go off controlEvaluate the worst-case scenario of letting go off control Transition from offering direct advice to serving as a facilitator for the ideas generated by team membersMove away from providing immediate answers and instead foster an environment where team members contribute their expertise through thoughtful questions.Acknowledging that the pivotal tool for evolving from a manager to a leader is the ability to pose insightful questions, Birgit emphasizes the importance of valuing this questioning process as a significant contribution. This shift aims to underscore the team's expertise and address any prior resistance encountered by Birgit in her leadership role.
Thanks for tuning into 'Leading Change Conversations'! I hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis.
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 Birgit Eberle
Birgit Eberle is a passionate Talent Acquisition expert and advocate of innovation and creativity. With a high interest in people, accessibility, but above all openness, she wants to make a positive contribution to the continuous development of talent acquisition.
https://www.linkedin.com/in/birgit-eberle/
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: [email protected]
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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:
Acknowledging and celebrating the value of existing practices before the change provides individuals with closure and an opportunity to be recognized for their contributionsFostering 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.
Thanks for tuning into 'Leading Change Conversations'! I hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis.
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: [email protected]
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In this episode, Ulrike elaborates together with Ricardo Troiano, a Change Leader, Practitioner and Enthusiast with decades of experience, a simple yet compelling recipe for communicating organizational change from a C-level perspective. Tune in if you want to discover three concrete actions you can take to increase your credibility and impact as a change leader.
About two decades ago, change was characterized by specific outcomes and predetermined timelines. Today, with globalization, rapid changes, the rise of software as a service through cloud computing, and the emergence of AI, change has become unpredictable. This uncertainty has led many leaders to hesitate in communicating a clear end vision.
When leaders remain silent about their experiences and the evolving situation, it leaves employees to fill in the gaps, causing unnecessary anxiety about potential impacts and uncertainties surrounding the change process.
In the current landscape, where outcomes are less certain, the only reliable factor for individuals is a leader who provides a clear direction. Ricardo and Ulrike propose a straightforward model called the ABC for effective communication and leadership during change to help build the necessary credibility and trust throughout the process.
A stands for Authenticity: In a business world where authenticity is rare due to corporate personas, leaders can make a significant impact by showing vulnerability. Authenticity involves a balance between demonstrating competencies and warmth, and acknowledging uncertainties while taking steps forward.
B stands for Being Bold: Leaders often prioritize safety over purpose and hesitate to express themselves clearly. Reframing these moments as opportunities for engagement, rather than make-or-break situations, encourages bold communication and decision-making.
C stands for Continuous: Many change programs fail due to a lack of continuity in communication and behavior from senior leaders. Maintaining clarity and mindfulness throughout the entire journey is crucial for the success of change initiatives.
Being consistently authentic and bold is key to effective leadership during times of change. This approach, although surprising, is refreshing and fosters trust and followership, even in the face of uncertainty.
Thanks for tuning into 'Leading Change Conversations'! I hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis.
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 Ricardo Troiano
Ricardo is a change leader, practitioner and enthusiast. His career in change spans over 10 years in industry, and almost 20 in management consulting across 4 continents and multiple industries.
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: [email protected]
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Welcome to “Leading Change Conversations”! This podcast is pretty unique as we explore real-life situations with real leaders who work in corporate organizations and what’s specific about our guests is that they are conquering organizational change challenges right now.
Today, leadership is synonymous with change and the imperative for leaders to become impactful change agents has never been more pressing. However, approximately 70% of people globally resist change. If you want to learn to master how to bring these people on board you have come to the right place.
In every episode, we take a deep dive into a specific case study and we share practical tips and strategies along the way. Our mission is simple: We arm you and your team with an actionable roadmap based on a real-case scenario that makes implementing these lessons at work a breeze.
I am Ulrike Seminati, and I train, coach and inspire leaders and leadership teams from across the globe
to turn into successful change agents to communicate with impactto lead with authenticityWe are permanently looking for guests who are willing to share their situation with us. So if you are a leader - no matter how small or big your team - no matter how much experience you have - and you are facing a situation where you have to bring your team or other people on board for a change or a transformation project, get in touch with us either via our website “leadingchangeconversations.com" and pick a slot of your choice in my personal calendar or send me a personal Email to [email protected]
What you’ll get in turn is a free 45-minute consulting discussion and a guaranteed list of 2-3 concrete action items that you can apply right away. I am surely looking forward to getting to know you!
