Change management

 Many managers would argue that beliefs and attitudes are very difficult to challenge, whilst behaviours of employees may be more readily accessible.


This blog post explains how managers can help their employees change their value systems and principles to facilitate organisational change, innovation and strategic thinking.

The mindset of the organization’s directors and how it affects the culture and performance of its employees.


Behaviours are noticeable and are used to form opinions of what stereotypes they reinforce. As a trained psychologist, I have been fortunate enough to work with individuals from diverse cultures and backgrounds, listening to their struggles at work so they can perform better or think differently about change, or manage stress better. I learnt that the leaders within the organisations did not communicate effectively or value the input of their employees so change was always affecting the mental health and well-being of the organisation.

There is this huge  gap between what is hidden within an individual and what is expected as an output.

Today’s organization is faced with challenges and demands to change and sometimes develop at a rate that most human brains aren’t equipped with. The levels of distress from balancing work and other demands stretches everyone’s resources. T

From my research, it shows that whilst people are satisfied with their organizational culture, they aren’t happy with the role they fill.

Yes, some employees are not fit for the role, and that may require a change in the structuring of their duties, but, many times, the communication deteriorates at this point of change, and loyal employees are discarded.

The truth is the gaps within the communication can cause huge losses to the organization.

One of the main setbacks is that with fear everyone makes bad decisions, and often in crisis these decisions can be detrimental to the organization and its employees.

One of the main complaints employee satisfaction surveys found was the lack of training. Are you investing in the development of your employees, because hiring the person who knows it all – costs a heck of a lot more. In fact, someone who knows the job well, but doesn’t fit in, can cause a shift in the quality of decision-making and trust within the team. 

Here is what happens when trust breaks down in the organization:

the loss of employees with talent and training

 increase in mischievous, absent or negligent behaviours

engagement and involvement 

decreases in productivity and quality of output

As a manager your detectors for risk must be well developed. 

Yes, we all want more. Employees want more cohesion, easier decision-making, more efficient procedures and clearer insights into the next step.

However, the management of uncertainty can be best managed by professionals who understand various aspects organizational behaviour. With training to bridge the gaps between the intrapersonal, interpersonal and environmental needs, the mission to meet competition can be accomplished.

For more information and how you can make that big decision about when to train, who to fire and who to hire, you can make an appointment with Psyched Up About Business, because we build organizational power-houses with effective strategies for managing people who think strategically, work smart, and are proactive even when there is change.


Stay psyched up




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