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Zoleka Mashiyi: Change Management Tips

Updated: 5 days ago

Although Change Management is not a novel concept for DLK Group, it has become increasingly prevalent in larger organisations. In light of this, we requested the assistance of our change management expert to provide us with some insightful guidance for the month of May.


Zoleka Mashiyi, our professional (pro), is dedicated to aiding individuals and organisations in reaching their utmost capabilities. A seasoned life coach who specialises in career coaching, emotional intelligence, and leadership.


Watch out for her weekly updates below


Meet our Change Management Pro: Zoleka is a Certified Professional Coach (Life, Leadership, Career Transition and Emotional Intelligence)


An experienced Prosci accredited  Change Management Practitioner, with over 15 years of experience in the field of Enterprise Change Management (ECM), working in the financial industry both in the Public and Private sectors. She is a public speaker, and professional with a strong Consulting, HR & OD background, skilled in Building Resilient Organizations, Leading Transformational Change, Leadership and Team/Group Coaching, Employee Engagement, Leadership and Organizational Development.


In the past 2 years, she started writing as well. With her focus on thought leadership Articles and has recently contributed to a published book, by Prof Julie Hodges; People-Centric Organizational  Change. Her main contribution is Chapter 4-Engaging Opposing Voices



 


Zolekas Tips for the Week


#1 Stakeholder Engagement



My number 1 tip is that it is crucial to ensure that no one is left behind.


If you need the support and participation of the team, it is essential to actively include them since they possess a better understanding and history of the organisation than you do. As a consultant or a newbie, it is critical that you build relations, and partner with the identified stakeholders as one of the means of getting an understanding and appreciation of the history of change in the organisation.


This will assist in getting the stakeholders to play their respective roles effectively, bring about ownership and help you to understand what has led to the successful and unsuccessful implementation of changes.


Understanding this will provide you with a suitable change approach to bring about the change without causing unnecessary disruption, resistance or conflict. Most importantly this will inform your Change Management Plans going forward.


#2 Adaptability and Resilience



Because of the nature of our role and our work with various organisations, it is critical for a change practitioner to be flexible in dealing with change in these various situations, able to juggle multiple demands and adapt to new situations and environments through the application of fresh ideas and innovative approaches. This allows you to anticipate changes or obstacles and avoid being surprised when things don't go as planned. 


If you are adaptive, you will recover from setbacks faster and be able to retain a positive attitude. Resilience and adaptability are essential during times of change, owing to the frequently uncertain nature of change initiatives and the risk of hitting unexpected roadblocks. 


These abilities indicate one’s ability to adapt to changing conditions and overcome challenges. They include focusing on organizational goals, the bigger picture view, overcoming unforeseen challenges, and embracing new ideas and techniques as you navigate the Change landscape.


#3 Communication and Engagement




Effective communication and participation are critical during times of change because they build trust, credibility, ownership, and commitment to the change effort. Change managers can reduce and mitigate resistance and improve success rates by actively engaging stakeholders and keeping open communication.


This competency requires effectively communicating the need for change to stakeholders and including them in the change process. It entails developing a comprehensive communication strategy, selecting appropriate channels, and tailoring messages for the various employee groups affected by the change. It also engages stakeholders by soliciting opinions, and feedback, and addressing their concerns. It also requires making informed decisions based on data, stakeholder feedback, and alignment with organizational objectives.


Therefore, by understanding and addressing their concerns and expectations, change managers can gain support for the change initiative and alleviate resistance. I have recognized two fundamental challenges in many organisations:


  • How to communicate and engage everyone at all levels of the organization. This necessitates close collaboration with all stakeholders, thus allowing the change practitioner to design and package customized communication for each stakeholder group.

  • Another is timely communication, which must be maintained consistently across multiple channels and at each stage of the project. This ensures people are informed and engaged. There is nothing like 'over-communicating' during times of change.


 

Stay tuned for more insights from Zoleka on our DLK Group Social channels and website!


In the meantime, read more about our change management services and contact us to find out how we can successfully facilitate change within your organisation.

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