1, what impact does it have on the communication of the project team under the background of epidemic situation? What are the new changes and new opportunities? You, as a person

Today, under the epidemic situation, most enterprises are already in crisis, and we realize that the current situation has had an unimaginable impact on the operation of enterprises. During this period, the market environment in which enterprises are located is full of various changes, some of which are full of challenges, some of which cause confusion, some of which are difficult and some of which are exciting. When the change becomes a reality, it is very important for enterprises to establish their resilience as soon as possible. At the same time, leaders need to help the team restore confidence, and the ability to boost morale is also a key factor for enterprises to become agile and successful.

The important role of leaders in building team adaptability

When an organization is setting new strategic priorities and coping with increasing challenges, leaders are usually the first to know that changes are coming. All strategies need to be implemented, and all implementation needs to be changed. Change requires the wholehearted commitment of participants, including executives, managers and employees. For the development of the organization, employees need resilience, and leaders also need resilience.

1. Acknowledge and accept your loss.

Change is usually regarded as a kind of loss-loss of status, friendship, identity, authority, tradition, goals and so on. Once there is a change, people's energy will be scattered. Everyone can't help thinking for themselves and thinking, "What does this mean to me?" . At the same time, people's self-dialogue when dealing with losses is different, which we call

Lost: "What is my role?"

Wake up: "This is terrible.

Disagree: "I used to be a character."

Liberation: "I will be a monk for one day."

To build resilience, the first step is to recognize what is happening, deal with the loss you feel, and solve it from yourself. Then you can see change as an opportunity, make a choice to move on, and focus on creating value and success.

Step 2 intervene to help others

Just as your soliloquy makes you feel lost, so will your subordinates. When the news of change comes out, they will also respond to the loss, but their "four noes" may be different from yours.

Employees may not tell you that they are trying to change. Our training experience will help leaders pay attention to the words and deeds of employees, so as to better manage the energy lost by employees' cognition of chaotic situation. Initiative is the key for leaders. Identify employees' symptoms and take intervention measures to help them realize their losses, accept them and move forward at their own pace, because we are all experiencing changes at different speeds. Traditional change management is to push people to change step by step. Resilience is to actively intervene in the process of change and help others realize the perceived loss at their pace, and choose how they will regroup their energy and put it into change.

3. Leading the change process

The problem of most coping methods in change management is that people try to refute the negative impact of change and eliminate people's doubts about whether they or their organizations can survive the change or worry about losses.

If you want to know more about how to cultivate excellent and resilient employees and leaders in the era of change, please join Wilson's online seminar "How to recover from crisis in an epidemic era". You will learn:

Ways to help improve flexibility

Several mentalities in the face of changes or difficulties

Time: June 2022 10 (Friday), 10:00- 165438+ 0:00 a.m.

Lecturer: Yu (Senior Lecturer, Wilson Learning Center)

Registration: Pay attention to Huisheng's official WeChat account for registration.

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