Change in an organization are usually created by a higher level of leadership and started a very good reason. Leadership and Change is supporting the organization’s mission, vision and values, but by the time change affect your department and reach your customers and employees is usually presented as a tactic.

In other words, we are very good at explaining how the change will occur and how it will affect our jobs but we forgot to explain why.Interpersonal skills flourish when people feel included. The “why” embodies the purpose and meaning of all new activities. Once people understand “why”, the “how” often falls into more appropriate. Open the lines of communication. Employees must feel comfortable talking openly and in an informal environment where everyone’s opinion is given equal consideration. If a change occurs, employees should be included and involved.As a keynote speaker, I find the 7 steps are crucial.

7 Leadership Strategy steps toward an inspiring work environment:

Step 1-Communication: The most critical interpersonal communication skills. Especially for your leadership strategy, focus on opening the lines of communication. Get people talking and create a safe atmosphere for employees to share their honest opinion. Discuss the importance of open communication with all leaders. Leadership Keynote speaker Lance Secretan focuses on an open dialogue to improve productivity.

Step 2-Recognize the Unspeakable: Do people hate the overtime policy? Do you have conflicts, stress and low morale in the office?Different leaders abuse privileges? Touchy issues must be addressed and discussed openly. Many employees will quietly be harboring ill feelings about such “unspeakables.” It is essential to the communication lines open. Be careful not to point fingers or place blame inappropriately. Stick to the facts: what is happening, why, and what you plan to do.

Step 3-Secrecy Breeds Suspicion: When information or activity is being kept secret, is ambiguous, so communication is essential.Develop tools that help to communicate what is going on. Regular e-mail, meetings, newsletters, leadership presentations, conference calls, voice mail or keep people informed. Each new discussion or planning should be shared with all staff sooner rather than later. Activate your communications system to make information accessible.

Step 4-promise: Make fewer and better agreements. Do not commit to something that you can not follow. If you can not honor a company or a proposal, which immediately and negotiate.Keeping people informed (eg we are not going to be … and here’s why …). Express your regret and talk about what you plan to do about the problem. Communicate that everyone should be accountable to, all levels of staff must keep promises. Involve the whole group and call for everyone’s responsibility. Investing in commitments.Inspiration will follow.

Step 5 Eliminate Multiple Behavior: whatever is not needed, or you can not justify elimination. A charity for all activities.

6-Step Model Trust managers should: Is management consistent, predictable and reliable? All managers should be evaluated together with the staff. A leading stress management technique should start modeling trust.

Step 7-regulation should be treated as guidelines, not Solutions: Employee ruling should be respected for trust relationships.

Involve, involve, involve. When employees come to you with a concern, why not involve them in the solution? Let them gather a task force and come up with different solutions to present to management and other personnel. The more involved the pessimists, the more the problem is their own and they take responsibility for (and how they feel). Trust Improving Interpersonal skills require the involvement of employees.

Implementation of each of the above seven steps in stages. The creation of an open work environment to which employees trust and includes input means that all feelings must be heard, including criticism. Leadership must be willing to welcome criticism and handle employee.