Reading posts and blogs during the pandemic, I see two attitudes: the first – encouraging to look at the crisis as an opportunity and possibility of development, the second – negating the possibility of development in the current situation, emphasizing that it is not the time for it, because we need to take care of the most basic things, the fight for survival. I have the impression that, as is often the case in important matters in life, here we are dealing with polarities (or polarities; from English, polarities) and trying to choose between them. Task or relationship, humility or confidence, profit or development, cost or quality. Meanwhile, the situations we face are too complex to afford the comfort of choosing one option and forgetting the other. Just as we don’t choose whether we do only inhalations or exhalations from now on. We need to manage the polarities, and according to the situation choose the right doses from one pole and the other, remembering all the time that one and the other is important, that we need both to function effectively.
What to choose, what to focus on, how to adjust?
A huge number of employees took up remote work almost overnight, necessarily combining their private and professional lives in one space – suddenly, without preparation and without choice. And at the same time he reaches the heights of creativity in inventing games for the children, obstacle courses in the apartment and maintaining a positive mood.
Managers instantly implement new forms of working with the team. They take concrete actions, but at the same time they observe behaviors that they may not yet understand and have not yet experienced, try to draw conclusions, adapt. They face the need to take the lead in the change, being in an emotionally difficult situation themselves. They are focused on management, and at the same time they know they need to be as close to people as perhaps ever before.
Decision makers and leaders are implementing the change.
Leaders-Deciders (business owners, CEOs, board members, strategic project leaders, investors) grapple with dynamic change and high risk, work on multivariate estimates of the near future based on unknowns, make difficult decisions, shoulder responsibility for business and people, and it’s a huge mental burden. And then there’s the pressure of time. Leaders implementing change (team managers, HR business partners, team leaders, HR managers) have on their minds the rapid implementation of new decisions and actions, they need to realize the needs of the company with attention to people, their needs and concerns. Their job is to keep teams motivated, have difficult conversations, be supportive, empathize, reduce fears, and keep employees as safe as possible. It is not easy for them due to stress, a sense of being stuck in the face of conflicting expectations and needs, a shaky sense of meaning and agency, and an extraordinary burden of the number of tasks and amount of work.
Accompanying, providing knowledge, experience and access to experts.
In this shift, we as Kingmakers want to support leaders, teams and organizations. We have established a unique team of experts who have the experience, knowledge and competence to provide clients with ready-made scenarios for acting on the change.
We offer support through two parallel streams of activities:
- Accompaniment and support in change (psychological support, crisis coaching),
- Providing knowledge, experience and access to experts In change management (Management education and expert mentoring).
How to support decision makers, leaders and change participants?
The CHANGE ASSISTANCE PROGRAM Kingmakers created in this way provides a comprehensive and multi-variant service offering that systemically supports organizations in change. Change makers can take advantage of the opportunity to work with an external expert mentor and get support in dealing with personal challenges in change. Change leaders – managers can access managerial education on managing change, psychoeducation on understanding people experiencing change and coaching focused on supporting effective action with the resources they have. Participants in the change – employees and teams can benefit from psychoeducation to facilitate understanding of themselves and their environment in the change, education to support commitment and motivation, or psychological consultation in connection with difficult life and work situations. Let’s do it together!
If you want to know more contact us.
