Como promover uma cultura de colaboração em tempos de mudança?

One thing I always found helpful was to have a team meeting or a series of meetings to discuss the changes. During said meeting, express your personal opinions first, -- about and/or including your misgivings, fears, worries, anxieties as well confidences and excitement. Then invite everyone to share theirs. No judgement. This sets up a great way to have a healthy discussion then about dealing with those emotions and everyone ultimately realizes that they are not alone and that others have just as good or better ideas for coping. Strength in numbers begins with ensuring everyone understands how everyone else sees the outcomes of said change.

Being on the same page is very important. Everyone needs to communicate the reasons and the goals of the change on your team so that everyone can move in the same direction with the same purpose at the same time.

One of the ways I have rallied people behind the idea of the “changing times” is by really cementing the fact that things will always be changing. Being dynamic and agile, means successful navigating a world that is always in flux.

Communication and transparency in my experience, I have found is absolute key. During my experience and even now, it starts with myself as the leader that everyone looks towards in my company. By letting everyone on the team know about uncertainties, whether the market, business, people, psychology, processes or procedures that may change and then allowing every single person to participate and voice their opinions will allow growth and adaptation to happen than those who don’t collaborate

Collaboration proves to be an essential facet in the contemporary business landscape where multifunctional teams play a pivotal role in the attainment of success. An ambiance that endorses collaboration stimulates employees to collaborate and share their notions in order to accomplish mutual objectives. It results in enhanced troubleshooting, bolsters team members' confidence, and inculcates a sense of kinship among them.

Many people resist change because it disrupts their routines and comfort zones. But it's important to know that change can also bring opportunities for growth and learning. By embracing change, you can expand your horizons and welcome new experiences that may not have been accessible otherwise. It's natural to be apprehensive about the unknown, but by stepping out of your comfort zone, you can discover hidden talents and strengths that you never knew existed. I personally spent many years without growing because I was in my comfort zone, which only leads to loss. When I finally came to my senses, I decided to live in the Prolific Zone, and that's what I called my agency.

One of the values I work by is to understand your opportunity. A positive attitude toward change can help everyone improve the opportunity and consistent communication can help anyone understand the opportunity.

Embracing the opportunities is change-dependant and does not suit every circumstance. Embrace the fact there is strength in learning together. Embrace the fact that there is a long path to travel. Embrace the all for one, one for all, we've got each other's backs. Then worry about embracing the opportunities. Make the team feel safe in stepping out and that will go a long way to moving the project forward faster.

One way I found to innovate, involved brainstorming new ideas or approaches, and testing out different strategies. I did this by joining masterminds with entrepreneurs who were also looking to expand their minds and businesses. By doing so, I improved the processes within my organization and also created value for my customers. If you know the book "Think and Grow Rich", you can see that Andrew Carnegie almost 90 years ago already knew that by masterminding, you can achieve more than you would alone, and you can build a culture of innovation and resilience that can help you navigate future challenges and uncertainties.

I embrace change for precisely this reason: that it provides a springboard for greater learning, expanded roles, and realignment of talent by their skills and passions. Change can be daunting, but as leaders, we can make it a positive force for our teams by showing them how to make lemonade with lemons.

Communication is key in all things. Marriage, business, friendships, and more require a higher degree of communication. Get good at communicating, and change will not be so bad.

Communication is not a tool. It is a way of life. It is part of the culture and is embedded into the fabric of the team, the initiative AND the company. Always aim to over-communicate and keep the explanations very simple. Good leaders do not see support as a resource. Instead, good leaders see support as an automatic right to which all are entitled.

When it comes to communication versus support I find this to be troubling for a lot of people due to the fact they mix emotions when it comes to business and money. These conversations have to be factual when communicating and closed with emotional support. It’s a very fine line to walk

Communication is the vehicle in which we invite others to participate in change. Like most things, there are pros and cons with this, however, the key is understanding the needs and learning styles of your team. Depending on the company or team size, customized communication may or may not be possible. Collaboration is about creating win-win solutions—that requires people to understand others’ needs and delivering different ways of sharing information that fosters understanding. Just like other vehicles, there are limitations to where the driver can go and the “weather” in the room—you must pay attention and adapt to the environment around you.

Taking care of yourself is of vast importance. One way to help maintain a level head and positive attitude is to start a mindfulness journal and spend the first 10 or 15 minutes of your day thinking about what you have coming up and how you plan on handling it and centering your mindset in positivity. This will help you improve by leaps and bounds.

Before anyone can learn and grow, they must have the mindset or mental strength to WANT to learn and grow. So begin with cultivating that desire to WANT to. That is where the real work lies.

I truly believe this comes from leadership and the ability to set people up with the opportunities and put them in a position to grow. If leadership never sets anyone up to continue to grow, the ones who work for you will only know what they know, until they get bored, want change and leave for your competition. With tough coaching, encouragement and a set path for one to develop as a leader in the company It’ll mitigate the risk of being effected by changes and uncertainty