How can I help my team when my company goes through a transition?
When a company goes through a transition, whether that’s a rebranding or changing the product line, or maybe they are changing slightly the compensation plan, the first thing you need to be very mindful of is the language that you use. And you need to be very mindful in how you change that situation that could be, potentially, a negative situation into a positive one.
So, first of all, obviously, it’s going to depend on the relationship that you have with your top leadership and how that goes down into the rest of your organisation. So I would make sure that I get together with my core leadership and I discuss, or I share with them, the situation in terms of the changes that are gonna be happening.
Now, I would never use changes. I would always use words like enhancement if they are changing the compensation plan. I would say, “They are making some enhancements,” and then I would make sure that I highlight those enhancements and how that’s gonna benefit them, and how they can share that with their teams.
If it’s in regards to product lines, that’s always … I think it’s a great kind of a opportunity for the team to go back to people. They’re already having their down line and prospects that probably didn’t like the product line that we had before, so they can use it again. So, but as you can see, it’s always about how to turn that potential situation that can become pretty negative, if you don’t use it correctly and you let it kind of be, into keeping everybody under a positive state of mind and keeping them focused on the positive outcome more than just their own mindset that sometimes is looking for an excuse.
It depends on everybody’s mindset. Sometimes we look for that excuse not to do this business, an excuse kind of to quit sometimes, so I wouldn’t give them the option to do that. I would just try to steer the boats on the positive side. And how I would be doing it is, obviously, first informing myself on what are the changes, and within those changes or those enhancements, what is the positive outcome. If the company’s rebranding, hey, it’s a good opportunity to use that as a new opportunity for your team. It’s like a brand new opportunity. They can approach people that probably they have approached before and say, “Hey, we have new branding. We have new products. We have new this, new that, and it’s super exciting.”
And it’s always very very important that your energy around that is always super positive and that you are energetic, and that you do not let anybody kind of bring you down to that … and implant that seed of doubt. I think that is the most important thing, that you keep your people focused, your core leadership, and you steer them into the positive outcomes of what changes are coming, and how that’s gonna help them to actually create a bigger team, create bigger incomes, and create and help more people.
