Successful change management has these 6 facets

Leaders (and their teams) suffer when job responsibilities are not balanced by time for rest and rejuvenation, writes Turmeric Group Limited founder and executive coach Samreen McGregor, who offers four remedies, including being aware of a need to step back and the wisdom to know what's urgent and what can wait. "Leaders that lack a sense of personal choice and agency could sleepwalk into compromising situations," McGregor warns.

Put it into practice: Something as simple as getting up from your desk and taking a walk outside can be enough to relieve stress and help you regain focus, McGregor writes. "It's clear that a new definition of leadership is needed to balance these competing tensions and ensure leaders are healthy and empowered."

Leaders embarking on change management must be multifacted, because APQC research finds success is far more likely when six drivers are in play: leadership, structure and resources, communications, rewards and recognition, engagement and training. APQC's Madison Lundquist and Lynda Braksiek explain each of these, noting that ongoing communications about change must fit the audience and rewarding employees for their contributions makes a big difference.

Put it into practice: Four factors will help leaders' efforts be more successful, Lundquist and Braksiek write. They must communicate effectively, lead by example, coach and mentor and make sure the change is sticking.

"The ability to address ambiguity strategically is something that separates communicators from communications leaders," asserts Justin Joffe of Ragan Communications, who notes it's one of the many facets of the Lominger talent management system. This concept suggests that "being able to think strategically when communicating about risk even if an issue or crisis hasn't resolved itself completely" is an important characteristic, and Joffe explains how to master it.

Put it into practice: Embrace ambiguity by looking at the big picture or central mission, one communications leader says. Simple, clear communication is important, even if to say you'll offer more updates when available. Offer stopgaps others can rely on, another says.

Reduce the overload and sense of urgency you may feel as the year closes out by being mindful of what is urgent versus what is important, moving deadlines into the new year when possible and refusing to attend meetings that don't have a clear agenda, writes Robyn McLeod. "Be more selfish with your time," McLeod advises.

Dogs have lived alongside people as assistants and, later, companions for far longer than cats have, so it may be unsurprising that dogs have been far more likely than cats to respond to human gestures in studies of social intelligence. However, the results don't necessarily mean that dogs are more intelligent overall, and "many cats simply refuse to engage in the testing process," writes psychology professor emeritus Stanley Coren.

As the year draws to a close, we often feel rushed to get everything done -- not just at work but also at home. That can often lead us to sacrifice our time and energy and overextend ourselves to the point of exhaustion.

Take the advice from both Samreen McGregor and Robyn McLeod to be a bit more selfish with your time, be mindful of what's urgent and what's important but can wait and don't be quick to get involved in other people's crises.

"Instead, say no, suggest ways to get it done without your help, or offer to pitch in after the New Year," McLeod recommends.

How are you handling holiday stress? Share your tips with us.

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