Check how the change affects you: Even though change in an organisation tends to affect a lot of people, your priority is to understand the change and find out how it will affect you whether directly (such as your role changing) or indirectly through impact on your team.
Have a vision of what youÃ¢â‚¬â„¢d like: When you understand how you are likely to be affected by the change, investigate your options, opportunities and what it will cost you. Reflect on these and keep close to the process so that you know how things are unfolding and what decisions you need to be making.
Accept what you canÃ¢â‚¬â„¢t change: Focus on what is possible and have a positive attitude. This can challenging, especially if change is not going to be beneficial, but you must find a way to do so because if the change happens, you donÃ¢â‚¬â„¢t want to lose out by getting stuck on what you canÃ¢â‚¬â„¢t influence.
Never see yourself as a victim: Sometimes, it can feel very much like that. Allow yourself to deal with the difficult emotions you may be feeling, be it frustration or anger (donÃ¢â‚¬â„¢t throw any objects please) but make sure you are working out a forward direction amidst the change.
Ground yourself with support: The change process can be complicated whether it affects you directly or not. It helps to create a support network to help you adjust. It might help to get someone to look at the situation from a detached position and to help you adapt your perspective.
Engage openly and honestly: DonÃ¢â‚¬â„¢t sit on the fence. Engaging can take many forms from playing an active role in the change process or simply sharing your honest opinion about whatÃ¢â‚¬â„¢s going on and staying open to how the change unfolds.
Now take action: What one thing can you do to handle change better?