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career change, manager, advice, tips

Image by Stuart Miles via FreeDigitalPhotos.net

When change hits the workplace, most advice books, articles and writings tend to focus on the people who didn’t determine the change should respond.

After all, they are the ones who must adapt to something they didn’t necessarily want, and/or are unsure of how it will impact their daily roles.

But what about the managers who are responsible for implementing the change? How you as a manager handle this situation could define how you are seen and worked with for years to come.

I focus on both managers and employees in my book about mastering workplace change, RINGMASTER, and I really like what Debbie Nicol has to say about how managers should handle change. In this recent article, she encourages managers to take on the following roles when implementing change:

  1. Communicator
  2. Advocate
  3. Coach
  4. Resistance Manager
  5. Liaison

Read the article to really understand how each of these roles is essential when making change happen.

If you’re a manager who has been in this situation before, are there any roles you would add to the list?