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Many organizations and Executives fail to embrace and reinvent quickly to the unavoidable change in business. They do not want to risk what culture and processes they already build. Therefore, this backfires and creates the risk of lost opportunity, lost economic possibilities, and progress to that extent will cause pain in your organization, whether it be a financial loss, psychological or emotional loss.

To help you reshape, reinvent, and lead yourself and your team to the necessary change, I created Ten Quick Tips to implement for the 21 Century Business Shift that will help your organization thrive.

1. First, you need to revisit your Purpose and reshape if needed.

When your mission is to make a difference in people’s lives, you go beyond the apparent limits and explore unknown territory to find out what would be possible. When conditions are rigid like in today’s volatile world we live in, you go on against the odds. Do a sole searching and refine your purpose as it will affect you, your team, family, your tribe, and create a sense of urgency and mission statement for people to follow!

2. Revisit your company DNA – Your People: Hiring and Retention, star performers, and how they operate.

Be a role model as your employees do not do what you say, but what you do and what they see. Depend on your DNA as a high achiever, you will hire and retain star performers as your employees are your organization’s backbone. Ask them what they see that needs to change and communicate, communicate, communicate!

3. Reevaluate your Structure and Strategies that may not function any longer.

Prepare to adjust your approaches and strategy. With your cabinet, you make changes that you think are necessary, but you do not ask your managers and employees to implement these new structures and strategies. Look at the bigger picture of what others don’t see and communicate that with your tribe with the same message on every level.

4. Revisit Policies and Procedures that are outdated and do not serve you any longer.

Too many companies do not change policies and procedures because it is expensive to pay the third party, educate yourself and your employees with the change, and maintain the resistance to change. In the new era, this is not the case, as we all are aware of the necessary change in order to survive, revive, and thrive. Use internal resources; you don’t know until you ask and involve your people in the process. Develop, share concepts, and frameworks among members. Involve and ask questions as you build collaborative milestone.

5. Revisit your project management: Who does What and How! Getting Job Done.

What skills do you believe are crucial to success in your organization?

  • Strong work ethic
  • Attention to detail.
  • Ability to grasp complex concepts quickly (the steep learning curve in your industry is as appealing as it is daunting)
  • Intellectually curious and rigorous
  • Strong analytical and quantitative skills
  • Who will do what by when accountability?
  • Spell out your priorities.
  • Do you support coalitions?
  • Process and outcomes of effective collaborations.
  • Look at the interpersonal factors.
  • Look at the team effectiveness in remote collaborations.
  • Enhance technological factors.
  • Identify common Goals and Outcomes. Your differentiator

6. Navigate Conflict Management and Difficult Conversations.

  • Be aware of tendencies toward conflicts and enhance training programs.
  • Learn your member’s characteristics, description of power, and control.
  • Be aware of social cognitive, and emotional factors like familiarity and social cohesiveness, and physical environmental conditions.
  • Was there any situation at work when you regret acting unethically?
  • Think We, not Me!
  • Do not end up in a “power talk” that one or the other is right or wrong, as we just come from different paradigms and opinions.
  • What is the best outcome for everyone?
  • Is this something that needs to be addressed?
  • Set boundaries with empathy and understanding for both sides, and remember we are humans living together in this beautiful heaven we call Earth!

When there is a conflict, you must remind the person infected with such a high dose of misery and fear (egotism) and help them gain perspective and move from being out of alignment and fulfillment without letting this poison drag down the person.

7. Reshape Teams that do not function any longer.

Assess the team at what is not functioning.

Look for toxic behaviors and do not tolerate as poison your entire team.

Interview your team one on one.

Share the information you found.

Use Trust assessment.

Be transparent.

How your team works under pressure and manage time.

How you manage your time? This is an opportunity for you to highlight examples of working under pressure and how you and your team prioritize vital tasks.

8. Reevaluate and maintain your affiliations.

  • Ask Questions that will help you get clarifications on issues you have and don’t know how to approach them.
  • What insight do you want to gain into a particular aspect of our company or industry?
  • What approach would you recommend?
  • These questions variants are a way to test your knowledge of how your employee operates and your ability to think outside the box.
  • Look at different perspectives.

9. Keep Record so it will help you not make the same mistake again and show your progress simultaneously.

Start with the usual sources: employee data, company filings, industry data, Company presentations, media articles, your web services.

  • Next, enumerate other possible information sources: contacting industry experts, such as customers, competitors, distributors, industry journalists, industry association executives, suppliers, industry executives, and former/retired executives.
  • Once you’ve taken these steps and taken time to consider the situation head-on, the fear inside you lose a little bit of power over your psyche.

10. Implement new people’s skills that will reinforce, serve, and last your brand.

  • Enhance communication skills.
  • Adaptability will need to adapt quickly to the culture change, business, or relationship change, and be flexible and resilient.
  • Enhance creativity will become one of the most in-demand skills and cut across many long roads. Creativity is always highly prized. Distill it into your daily strategy.
  • Develop emotional intelligence, such as collaboration and active listening.
  • Coaching and mentoring will also become a core part of managing changing teams effectively. Employers are looking for high emotional intelligence — the ability to communicate and collaborate.
  • Repeat these activities as needed to train their brains to ease out of old thought patterns slowly.
  • Vocalize and price of your employees.
  • Show empathy when dealing with situations.
  • Forgive mistakes that are made on the job.
  • Finally, show your appreciation and thanks to everyone.

Unfortunately, the issue of misalignment is prominent everywhere. Leaders need to remind themselves that they are their people who do the job, so if you use the human-based approach and align everyone in your vision and purpose that resonates with everyone is the way to go on the new economy.

From the beginning of time, we as humans have been built to be together, and from that, we created families, communities, organizations, corporations, states, and countries. Whatever pain you experience in your organization, these Ten steps will help you revive and thrive as an executive or organization.

For more resources, please visit my website: Blog Posts | Desi Tahiraj

Let me know how I can add value to your life and business!


Desi Tahiraj Consulting Inc.

January 17, 2021