The-Mentor-As-Change-Mediator

The Mentor as Change Mediator

Navigating through organisational change and chaos with a primary focus on people

In organisations around the world, there is a lot of chaos and turmoil. We see mergers and acquisitions, organisations downsizing and/or restructuring, we see an ageing workforce, a talent shortage and a lack of succession planning. You’ve  heard me talk about some of this in previous articles I’ve written, but now I have some questions for you.

Who is responsible for helping your personnel navigate and understand the change that is going on in the organisation?

Who’s responsible?

In your organisation, who is responsible for overseeing change?
What would constitute change in your organisation?
Who is responsible for helping your personnel navigate and understand the change that is going on in the organisation?
Do you understand the impact of change to your organisation, and just as importantly, to your people? They are your most valued resource and one that we often forget about in change initiatives.

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Let’s look at who is responsible for overseeing change! In some organisations, a role of change agent or change manager has been created to oversee the introduction of change. Depending on their experience, this can be a value-add to the change initiative or it can add to the confusion and chaos.

There has to be a lot of focus placed on understanding the impact of change on the organisation and personnel. That does not always happen.

Change has many meanings in different organisations

Change has been described or defined as :-

  • to cause to be different;
  • to give a completely different form or appearance to;
  • to transform;
  • to undergo transformation or transition;
  • the act, process or result of altering or modifying.

We see that we have a number of different challenges in an organisation that would qualify under these definitions. For example, a leadership development programme would transform personnel into potential leaders of an organisation.

A succession plan would create a situation that would transform or transition from the incumbent to the successor. The development of a formal recruitment and retention programme would require the altering or modifying of what is in place today. The list could go on!

Who is responsible for the navigation and understanding of change in the organisation is a good segue into the next part of our conversation. I want to tie this conversation  also to understanding the impact of change on the organisation and its personnel. These two are very closely aligned – some might say attached at the hip!

Navigating change

Change has a huge impact on the organisation and its people. It has a far-reaching impact on other stakeholders as well. Clients or customers, business partners, owners of the company are all impacted by change.

People don’t resist change. They resist being changed! – Peter Senge

Navigating and understanding change is not an easy task. You need to be able to develop a relationship with the organisation and its people. You need to be able to understand the impact that change has on each of these groups. You need to develop some innovative ways to help the organisation and its personnel in addressing change.

Introducing the “Change Mediator!”

A mentor or mentors working in your organisation help people and the organisation navigate through organisational change and chaos with a primary focus on people. If you think of any type of change such as the ones I’ve mentioned above, the “Change Mediator” or mentor can and will play a dynamic role in your organisation.

A mentor is focused on the development of trusted relationships (organisational and personal) and assisting personnel with their personal and professional growth. With a mentor(s), your organisation and its people will begin to work together to realise a timely Return on Investment (ROI) as all parties understand the benefits of change and its impact on each other. The mentor will assist personnel in dealing with change and adapting to the change quicker – resulting in increased productivity in a shorter period of time. This has a huge impact on the organisation’s bottom-line.

A new definition has entered the marketplace!

A mentor is defined as a “Change Mediator” helping people and organisations navigate through organisational change and chaos with a primary focus on people and their personal and professional growth enabled through the “power of mentoring!”

 

Do you agree – what do you think? Love to hear what you think in the comments section below.

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Man under Umbrella headline image courtesy Splitshire.com





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