Are you a risk taker? Some people are, but I’ve never been one to take big risks without looking at an issue from all sides, getting input on it, and praying about it. I remember one IT department leader telling us (about implementing changes into our infrastructure) that if we do our homework (testing, etc.) and something went wrong, he would be right there to support us. However, if we had not been diligent, and something went wrong (the change took the system down, for example), we would be dangling in the wind without his support (as he slowly waved a piece of paper back and forth).
One time, about a third of the way into my career, a mentor suggested a consultant position to me that if I was chosen, would have resulted in a promotion. However, the position would have resulted in a significant amount of travel. After my wife and I discussed this, we decided that the downside offset the advantage of the position, and thus I did not pursue it.
One of the risks I did take was when I applied for a leadership position that was a step up from the one that I was in. The position would be a challenge for me, and I would have to take a lot of difficult classes. On top of that, I loved the position I currently had (leading a group of Planners). I remember praying about this decision, and not getting any clear answer one way or the other. I decided to make the move and it was one of the best decisions I made in my nearly 38-year career.
But the biggest risk I took was changing departments exactly halfway into my career. Continue reading
Tag Archives: change in the workplace
5 Ways to be a Servant Leader During Times of Significant Change
Organizations are continually pursuing improvement, and that’s a good thing. We all want our organizations to remain relevant, and you can’t do that without changing. However, the result of this is that our workplaces are always going through transformation. Sometimes that change is significant and it impacts jobs, perhaps those of the leader and their team. Those times are when leaders really need to step up and not check out. Here are 5 ways servant leaders can add value during times of significant change:
- Communicate, communicate, communicate. I can’t over stress the importance of communicating what you know about the change to your team during a time of significant flux. Email communication is fine, but more important is face to face. Be visible, walk around and visit with your team. Sit down and visit if you sense that a team member would like to talk. Even though you may be busy, make this your priority.
- Listen. Very much related to you communicating what you know about the change is you listening to what is on your team members’ hearts and minds. My leader regularly holds “What’s on Your Mind” sessions. The sole purpose for these sessions is to give members of her teams the opportunity to ask questions and share what is on their minds. During periods of significant change, make time each day to listen to your team members to hear their questions and concerns, their feedback and about the impact the changes are having on them.
- Show empathy. Empathy is the ability to understand and share the feelings of another – putting yourself in their shoes. Some leaders are good at this and frankly some aren’t. During times of significant change, it is imperative that servant leaders show empathy. The leader may or may not be personally impacted, but they must enter in with their team members during these times.
- Be intentional. The servant leader must be proactive, and do whatever they can to aid their team members during times of significant change. You may not be able to influence the change that is impacting your team, but you can do other things. For example, if jobs are being reduced or eliminated, a leader can:
- Review internal and external job postings and share ones with team members that they may be qualified for.
- Reach out to other managers who have openings on behalf of your team members.
- Help prepare team members by reviewing their draft job postings, providing “mock interviews”, etc.
- Pray. Most significantly, pray for your team members going through the change. Most likely each team member will see the change in a different way. For example, some may see the change as positive, and some may see it as absolutely devastating. And where they are in processing the change may differ from day to day. Lift your team members up to our Heavenly Father for protection and comfort during stressful times of significant change.
These are a few ways that servant leaders can add value to their teams during times of significant change. What others would you add to this list?