Una gran estrategia es detectar a los líderes de opinión en la organización, tanto los formales como los informales y apoyarles para que sean embajadores del cambio. Al venir esto desde las entrañas de la misma hace más fácil el proceso y se evitan tanto detractores. El cambio no puede venir únicamente desde arriba sino permear la estructura completa de la organización.

Power dynamics are typically created and held together by systems or relationships, and people aren't always sure how to restore them once they've been interrupted by change. In most cases, power struggles are not rooted in nefarious actions motivated by selfish ambitions. In fact, most people are simply trying to regain balance in what they perceive has been misaligned by the change. People also work to restore their sense of security when faced with the fear of loss, and sometimes the desire to control the situation appears as a power struggle. To navigate this, take time to identify the unanswered questions people are facing. You'll find most issues can be resolved by discovering what people fear they'll lose or feel they've lost.

In moments of turmoil, transparency and authenticity are your greatest allies. Power struggles thrive in environments of uncertainty, so your first step is to clarify the vision. Be open about the changes, the reasons behind them, and what they mean for the team. Transparency builds trust, even when the news is tough. Authenticity, on the other hand, is what connects leaders to their teams. Acknowledge the challenges, show empathy for those feeling unsettled, and lead by example. People respect leaders who don’t pretend to have all the answers but commit to solving problems together. When transparency and authenticity guide your actions, you transform a moment of division into an opportunity to build stronger, more cohesive teams.

Navigating power struggles after a cultural change requires clear communication and strong leadership. I focus on fostering open dialogue to uncover underlying tensions and align stakeholders on shared objectives. Defining roles and responsibilities helps reduce overlaps and clarify expectations. Transparency in decision-making builds trust and minimizes uncertainty. By encouraging collaboration and addressing conflicts constructively, I create a pathway to rebuild stability and reinforce the new cultural vision.

Este tema quanto a mudança cultural ou de dada posição de alta gestão, faz mudar costumes e condições das atividades do dia a dia, alterando as rotinas e os caminhos, em função da mudança ou redirecionamento da estratégia, por isso, o primeiro passo é estar aberto a mudança e posteriormente entender os novos direcionamentos e requisitos sempre demonstrando proatividade e responsabilidade, em caso de direcionamento duvidosos o alerta do risco deve ser notificado e registrado, porém nunca mostrando intransigência e ou guerras por poder ou por vontades próprias, o podem vem dos resultados e da efetividade dos trabalhos propostos, portanto a resiliência é indispensável para se manter firma até que tudo se normalize!

Navigating power struggles after a culture shift requires empathy and structure. Start by encouraging emotional intelligence training to help manage emotions and foster collaboration. Understand what the change means to each party and identify perceived losses, like credibility or authority. Focus on the core issue rather than surface conflicts and practice reflective listening by paraphrasing to show understanding. Use the “cultural island” exercise to explore self-concepts, values, and assumptions, suspending the need to maintain appearances. Finally, promote kindness and collaboration, emphasizing that progress requires collective effort.