Strategies For Managing Change – The Excellent Case For Creating Your Own Culture Maturity Model

Maturity models are usually associated with projects and programmes. However, I want to make the case for developing your own culture maturity model as a preparation to the development of your own strategies for managing change.I first became aware of the significance and importance of organisational culture in 1994 when I was involved in a business development exercise with a colleague and the significance of organisational culture – initially seen solely from a business development perspective – became firmly established on our radar.We rapidly made 5 discoveries:(1) That we can construct a simple matrix that can enable us to very rapidly identify the type of organisational culture we are dealing with.The basic structure of the matrix can be used to define a template of an organisational culture, namely:- Type of culture
– A summary definition of the culture
– Evidence of the culture – i.e. its characteristics
– Key issues faced and addressed by that culture as can be seen in actions and behaviours
– The areas of major focus – or key areas of impact – of the culture

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(2) That these cultures are obvious and instantly recognisable and indisputable from the company’s own perspective [i.e. they recognise themselves as such](3) That these cultures as seen from a business development perspective form a maturity model. In other words, organisations migrate along a clearly identifiable and predictable path as their own business development skills evolved(4) That the structured template of this cultural matrix is universal and transcends our original business development perspective -i.e. you can use this template to define ANY organisational culture(5) That any organisation has more than one culture and that we are able to define a subset of characteristics of the likely orientation of these sub cultures in relation to the primary or dominant organisational cultureThis template has been used on many companies and in many, many different situations over the years – overtly [with client involvement] and covertly [i.e. I use it but don’t involve my client as it may not be relevant or they may not be receptive.]My definition of a generic maturity modelFollowing this I formulated my own definition of a generic maturity model:”A maturity model [usually represented as a schematic] is a structured description that shows the stages of evolution of an organisation in transition through various developmental states. It is pre-supposed that this evolution represents progress to more developed or advanced states of learning, insight, understanding and practise.”Having established a cultural template of where your organisation is now, you can determine the template of how your organisation will look after your step change initiative and clearly see the gaps between these positions.

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Navigating through the issues to where you want to beThis, in turn, enables you to determine a route that will navigate you through the issues that will arise – and especially to help you identify the full impacts of the changes on those people who will be most affected and to plan accordingly.And in conclusion – the reason why using a cultural maturity map to understand your cultures is so important is that they are the single biggest determinant of how people in your organisation will behave – and especially in the context of a step change – and thus determine the success or failure of your initiative.Properly applied in a change management context, this will provide you with an excellent pre-programme planning analysis process that will provide the input to the preparation and delivery of an executable [holistic and wide view perspective] programme based approach to change management.

A Simple But Effective Method to Improve Mission Planning

The challenge became a bold raid carried out through the brave contributors of the U.S. Navy SEAL DEVGRU, also referred to as SEAL Team Six, mainly whilst considering the probably disastrous political and diplomatic effects that might have happened had the mission failed. In spite of the dangers, the percentages, and the loss of one of the two Blackhawk helicopters that introduced the SEALs to the target, the project to get Bin Laden changed into an notable undertaking making plans fulfillment that keeps to encourage awe. The Bin Laden project became completed by a number of the greatest warriors that history has ever recognised. However, other than ability inside the profession of hands, it turned into the overall tactical making plans manner that went into the assignment that provides an essential lesson for planners in all fields – in navy, enterprise, or in regular lifestyles.

The Overconfidence Bias

We fall in love with the plans we make. Mission planning is just like giving beginning to a baby. When the plan is entire, whether evolved with the aid of an man or woman or a collaborative crew, the planners can step lower back and congratulate themselves at the genius of the plan that they’ve created — such overconfidence is one in every of many cognitive biases we people fall prey to.

This is why the practice of using a Red Team is vital. A Red Team is a simple way to conquer the overconfidence bias and the idea of “groupthink,” the want for companies to are trying to find conformity and unanimity in making plans and choice making. The venture planning effort that went into the Bin Laden mission became the special made of many distinctive planners, however that on my own changed into no longer enough to make certain fulfillment. The tactical making plans technique needed to be subjected to a Red Team.

The Role of the Red Team

For the Bin Laden task, navy planners invited an outdoor group of professionals who had been previously ignorant of the plan and had now not taken component within the undertaking making plans technique to include what we call a Red Team. A Red Team examines a plan and offers frank grievance of the plan with out bias. The Red Team’s purpose is to expose flaws or weaknesses within the tactical making plans process – to check the plan with dispassionate purpose and respectfully offer exact criticism. However, the planners must accept the criticism humbly, without commenting or defending the plan. It is essential that the planners worried are capable of receive and comprise this criticism, or the practice of using a Red Team could be rendered moot.

Historical Examples of Mission Planning Using Red Teams

The Red Team isn’t always a brand new idea. In 1962, confronted with the hazard of Soviet nuclear missiles in Cuba, President John F. Kennedy utilized a form of the Red Team to amazing success. He had suffered a terrible and embarrassing debacle within the botched Bay of Pigs Invasion and Kennedy became now not going to allow such an errors in undertaking planning to happen again. He started by way of dividing his Executive Committee in 1/2 and tasked every of the 2 corporations to argue for one in every of primary alternatives to deal with the risk. One institution argued for a naval blockade and the alternative for an air strike. Kennedy then had the corporations transfer positions and critique the other organization’s idea. The remaining step in Kennedy’s tactical making plans procedure became to ask his brother, Robert Kennedy, and one in all his close counsels, Ted Sorenson,

Strategies For Managing Change – This One Simple Process Will Help You Avoid the 70% Failure Rate

Ok given all the available strategies for managing change – why do so many business initiatives and ventures needlessly fail to deliver the promised benefits and increases in shareholder value? Why is the failure rate a staggering and consistent 70%?In my view – any major business initiative or venture that fails to identify and quantify the impact on those people most affected by it carries a high risk of failure.The numbers may make sense but have the political and cultural factors been assessed?There are several reasons why this is often not addressed: first and foremost because the focus is on getting the deal done; secondly because a corporate culture is hard to see (especially if you are in it) and this is compounded by the fact that there is often more than one culture, and finally because it is hard to talk about.And yet… the price of failure comes high!The reason why understanding your cultures is so important is that they are the single biggest determinant of how people in your organisation will behave – and especially in the context of a step change.

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I have developed a diagnostic process that allows a company to test the impact of a proposed business initiative or venture on those people most affected by it, to identify why it may fail and to establish precisely what has got to be done to make it a success.Principal benefits are that it is low tech and simple to understand and apply, it involves staff at all levels and enables them to articulate difficult issues in a non-confrontational way, and it can be undertaken quickly and before large sums of money are irrevocably committed to the venture or initiativeThere are three phases to this process:* Situation Analysis – that defines a cultural frame work for the company and will also identify all of the significant subcultures within the company that will assist or resist progress towards the business objectives of the proposed venture.* Gap Analysis -plots the positions of key entities within the company and highlights the gaps between this and where the directors say or think the company is, and where they want to be.* Resolution -shows the tasks, steps and processes that have to be undertaken. All implications, issues and exposures are analysed, categorised and prioritised across all functional areas impacted by the proposed venture.In this planning process there are no fixed parameters as to who should or shouldn’t be included – it may be conducted with just a very small senior management team comprising 2 or 3 people – or extended to include a wider cross section of management and staff.The process is designed to:1. Make you think deeply about your proposed change;

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2. To understand as fully as possible the impact it is likely to have, and3. To work out clearly exactly how you are going to reap the benefits from the change.If all this seems like a lot of work – yes it is! I won’t deny that this process can be time consuming – but it will ensure that you dramatically increase your chances of success – and as a by-product save you an inestimable amount of time, hassle and money in the future.Alternatively, do what most organisations do – go ahead and skip all of this – dive straight into a project or task level implementation of your good idea – and considerably increase your chances of joining the failures.If at this point you are thinking to yourself that this all seems very simple and obvious – you are of course perfectly correct. But these steps are so simple and obvious that they are usually over looked – and the result is a 70% failure rate.

Fire Consultant for Your Business

Because of The Regulatory Reform (Fire Safety) Order of 2005 all corporations in the UK now ought to carry out hearth chance assessment through law with the obligation now falling on business owners for the fireplace safety in their premises.

There are alternatives wherein you could take to make certain that fireplace threat evaluation is undertaken at your premises and which is satisfactory for you specially varies on how tons time you have. If you have time to carry out an evaluation on your premises yourself then it may be useful which will buy hearth threat assessment software program. The software program will help you see capability fireplace risks for your premises and the way to address them together with capacity precautions that could need to be put in place. The only disadvantage with the fire threat evaluation software is that you do want some fire safety information to help you apprehend what you are doing when project an evaluation. All organizations are exceptional and your fireplace threat assessment could be unique in your premises so the software program can most effective help you and no longer entire the assessment for you.

If you don’t have the time or feel assured approximately assignment a fire threat evaluation on your premises then it would be useful which will rent a professional fireplace representative. A hearth consultant would investigate your premises getting rid of all potential hearth risks, they might document any ultimate risks and enforce precautions to make sure that each one regions are safe and that human beings at the premises are fully aware of the closing risks. They might additionally educate your workforce in fire safety and tell them of any risks to your premises and how to take precaution whilst in the ones regions. A hearth safety control plan may be setup that will help you reveal and control your premises fireplace protection, this consists of an evacuation plan for if a ability emergency arises.

Safety of you and those on your premises need to be number one precedence that’s why hiring a hearth consultant will be the exceptional answer. Trying to reduce corners through buying computerized software program and assessing your premises yourself if you don’t have sufficient information isn’t always retaining your body of workers, traffic and many others secure or assembly rules. Hiring a expert fireplace representative to perform a fire chance evaluation to your premises ensures that your premises is safe from fireplace risks and offers you the self assurance and peace of thoughts.

Reasons of having corporate training at your workplace

Before exploring the problem, superior recognize the concept of corporate qualifications. These are experience and development applications carried out for various know-how upgrades to improve upon their productivity over the floor. The take account of the quantity of talents like managements abilties, inter personal stuffs, and some thing particular. Usually the unknown employees who be a part of any enterprise role or employer want to research and recognize the work they need to perform at their place of job. Training may be carried out some thing on a few actual competencies as according to your necessities and wishes. Generally organizations have unique department with unique names like Learning Academy and so which cater qualifications classes as and whilst required. These departments have trainers and exclusive difficulty experts.

The corporate qualifications which organizations behavior may be called as investment rather than calling them as additional fees. The return you get from the employees is certainly encouraging and profitable, the more the helpful your group is the extra possibilities you’ve got in your commercial enterprise prosperity. Therefore make sure after every enjoy you prepare for your personnel you get the comments out of your personnel under comply with up program. This may even allow you to understand how powerful the corporate coaching went via the instructor you have to your education branch or anyone you hired for the equal. Plus you return to apprehend in which does your employees stand, this will additionally be cross checked when you seen them humanizing of their abilities.

Now why do you require corporate schooling? That’s the pertinent question we are dealing here. Thoughts and ideas do now not necessitate any expertise although the execution of the same calls for it the most. To carry out outcomes with none problem or any concern, you need to have the appropriate type of ability units, or to put matters in a one of a kind manner, you may want qualifications. If your employees are enjoy as consistent with the necessities and demands of the place of job, they now not simplest carry out but they outperform. To demand your personnel the fine result and productiveness in a right style, you will involve an amount of activities to groom them as according to the job call for, in other phrases you have to carry out company education. Moreover, nowadays you may see the arena is converting in fast pace in no time, comparable is the tale visible in the business international. We see strange ways and techniques of doing things in business, consequently nameless talent units and thoughts needs to be communicated in the form of a schooling consultation. You consequently have need of a helpful corporate qualifications session to hold your personnel abreast with the converting global.

8 Key Strategies For Managing Change

In my experience of practical strategies for managing change, I have identified 8 key areas that need to be considered and addressed in order to maximise your chances of success with a change initiative.(1) DriversAssessing the case for change: Kurt Lewin’s force field analysis work provides useful background and a practical tool for assessing the case for change – a necessary first step and an integral aspect of your strategies for managing change.(2) Business As UsualThe single biggest and most important early decision that you will make, is to decide whether the change can be handled within the context of business as usual or not.(3) Resources and Capabilities

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The size of your organisation together with your knowledge base will determine what resources to consider to implement your strategies for managing change.(4) LeadershipIs change just about the management or, does it involve leadership? If so, what’s the difference? How you define and exercise leadership in the present climate will be a significant determinant in your organisation’s fortunes and is thus a key aspect of your strategies for managing change.(5) Cultural ImpactsWhat are the effects of your business culture on change management? Organisational culture – is more important than you may realise. It determines how your people will respond to a change initiative.(6) Preparation and PlanningThe amount of time allocated to the pre change programme review and planning process is variable – the size of the proposed change and how business critical it is, are useful guidelines. But whatever time is allocated, it is time very well spent as the process is designed to make you: think deeply about your proposed change; understand as fully as possible the impact it is likely to have, and work out clearly exactly how you are going to reap the benefits from the change.(7) Macro managementOf all possible strategies for managing change, at the macro level, the programme management based approach to change management is the one most likely to ensure that you avoid the 70% failure rate. This approach has as it goal, the full realisation of the business benefits that will be derived from the delivery of the new capability. It is this holistic approach that links vision to strategy and all the way through to implementation and successful benefit realisation.

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(8) Micro managementManaging change in a day to day business as usual context requires hands-on detailed micro management in the specifics of how to do it, and especially during the early stages. It is up to you to define and communicate those actionable steps, and to manage your people through the process of implementing and integrating those steps as the new modus operandi.

Use A Guidance Tool

Only some people might start on a vacation without making plans first. Many people have a navigation unit in our automobiles or a hand-held one we can deliver round. Quite a few manufacturers manufacture such machines. In our illustration allow’s name it Gloria—mine has a female voice. If the device you appear to be taking into account has a male voice you can now not need to use the call Gloria.

The majority of those devices perform in lots the same way.

First, each of them holds a map or can get entry to directly a map of the territory. Almost every one of these machines has a map that covers a totally big region. Normally, all the United States and positive Canadian provinces. But, the map isn’t truth it’s best a example of fact. Later within the article we are able to evaluation this once more. What’s outstanding about that is you have get entry to to the entire map any time, however do not ought to think about it all. This method you most effective ought to concentrate on a quick segment of road. A paper map can be applied within the equal way. A individual wishes to study a small part of it.

Next, determine where you want to go. You will now not need to concern yourself about the unique turns. Your process is to kind within the vacation spot. Some of the machines will ask you in case you would like a fast direction or a scenic route. Either manner after coming into the cope with and selecting your ride criteria you are geared up.

The 3rd step is to begin riding. No want to worry approximately what direction you move! The voice inside the system will hold you on the right track no matter what you do. Wrap your thoughts round this idea. No depend what you do, Gloria will accurate your conduct. If you’re taking a left whilst you ought to take the proper, Gloria will provide you with a new preparation to get you returned on course. Gloria by no means scolds just presents suggested corrective movement. You don’t need to do it, however in case you don’t she’ll provide another idea, “Take the subsequent available left and then the next left after that”. This series of using, making turns, receiving corrective recommendations continues till you’ve reached your intention.

But, you recognize all of that in maximum cases. What is its applicability to business?

Far too many companies don’t operate with any type of steerage machine. Most companies function out of a philosophy of taking matters as they come. This technique works in a first-rate many instances. A easy enterprise in a simple surroundings will work well the use of this method.

Nonetheless, it’s certainly quite easy and beneficial to make use of the navigation machine. Plus, it works sincerely well.

Remember, you are in the actual world and a map isn’t always the real international. A map isn’t real in the respect you could operate a commercial enterprise at once on it.

However, every commercial enterprise needs something to represent their business surroundings. What type of a map? One with a purpose to tell you approximately providers, customers, the government, personnel, and the entirety else relating directly to the companies operations. The term situational evaluation is the map wanted in this instance. This situational evaluation is created and updated on approximately an annual foundation. Normally once finished it’s utilized as a reference record. This is similar to the manner a map is used.

Chemical Hazard Communication

About 32 million people work with and are doubtlessly uncovered to 1 or more chemical hazards. There are an estimated 650,000 present chemical merchandise, and loads of new ones being brought yearly. This poses a critical hassle for uncovered people and their employers.
Chemical publicity may additionally motive or make contributions to many critical health effects including coronary heart illnesses, crucial nervous gadget, kidney and lung harm, sterility, cancer, burns, and rashes. Some chemical substances can also be protection dangers and have the capacity to motive fires and explosions and other severe accidents.
Because of the seriousness of these protection and health troubles, and because many employers and employees recognise little or nothing about them, the Occupational Safety and Health Administration (OSHA) issued the Hazard Communication Standard. The fundamental purpose of the same old is to make sure employers and personnel understand approximately work hazards and the way to guard themselves; this ought to assist to lessen the incidence of chemical supply illness and accidents.
The Hazard Communication Standard establishes uniform necessities to make sure that the dangers of all chemicals imported into, produced, or used in U.S. Workplaces are evaluated, and that this chance facts is transmitted to affected employers and uncovered personnel.
Employers and employees covered through an OSHA-permitted kingdom protection and health plan have to take a look at with their kingdom enterprise, which can be enforcing standards and different approaches “at the least as effective as,” however not usually identical to, federal necessities.

In popular, it works like this:
Chemical Manufacturers /Importers/ Distributors
• Determine the risks of each Manufacturers/ product.
• Communicate the threat facts and associated shielding measures downstream to customers
thru labels and MSDSs.
Employers
• Identify and list hazardous chemical compounds in their places of work.
• Obtain MSDSs and labels for every unsafe chemical, if not supplied through the manufacturer, importer, or distributor.
• Develop and enforce a written hazard communication program, consisting of labels, MSDSs, and employee schooling, on the listing of chemical substances, MSDSs and label statistics.
• Communicate hazard information to their employees via labels, MSDSs, and formal schooling applications.
How Can Workplace Hazards Be Minimized?
Chemical manufacturers and importers are required to check to be had scientific proof concerning the risks of the chemicals they produce or import, and to document the facts they discover to their employees and to employers who distribute or use their merchandise. Downstream employers can depend upon the evaluations carried out by the chemical manufacturers or importers to establish the dangers of the chemical compounds they use.
Chemicals which can be listed in one of the following sources are to be considered dangerous in all cases:
• 29 CFR 1910, Subpart Z, Toxic and Hazardous Substances, Occupational Safety and Health Administration (OSHA), and
• Threshold Limit Values for Chemical Substances and Physical Agents within the Work Environment, American Conference of Governmental Industrial Hygienists
In addition, chemical substances that have been evaluated and located to be a suspect or confirmed carcinogen within the following sources ought to be mentioned as such:
• National Toxicology Program (NTP), Annual Report on Carcinogens,
• International Agency for Research on Cancer (IARC), Monographs, and
• Regulated by way of OSHA as a carcinogen.

Why Is a Written Hazard Communication Program Necessary?
A written threat communique software guarantees that each one employers acquire the records they need to inform and teach their employees nicely and to layout and installed region worker safety packages. It additionally gives necessary hazard information to employees, with a purpose to take part in, and help, the protective measures in region at their offices.
Employers therefore have to broaden, put into effect, and maintain on the place of business a written, complete hazard communique program that includes provisions for container labeling, collection and availability of cloth safety information sheets, and an worker education program. The written program does not must be lengthy or complex, and some employers may be capable of depend on present hazard conversation programs to comply with the above requirements. The written application must be available to personnel, their specific representatives, the Assistant Secretary of Labor for Occupational Safety and Health, and the Director of the National Institute for Occupational Safety and Health (NIOSH)

Strategies For Managing Change – Get People Talking

IntroductionMeaningful change in results requires meaningful change in people, processes or technology; usually all three. The difference between a passing fad and lasting change lies in the extent to which you are able to change people’s attitudes and behavior.Make no impact on attitude and your change management strategy is reduced to people going through the motions. Get them to change how they think about their work, and your chances for lasting success increase.The Leader KnowsAny boss can tell people to do something differently. Change the process in this step; start using this new system; you get the picture. A leader understands that until people start thinking differently, the change management strategy is not fully implemented.The leader also knows that in order to get people to think differently, there’s going to have to be a marketing effort. Let’s distinguish this carefully from a sell job. The goal of a good marketing effort is to create word of mouth, to generate a buzz. A good marketer knows that nothing will sell a product better than to get everyone talking about it — positively, of course. When it comes to a change management effort, the same is true.

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This is why one of your top strategies for managing change needs to be creating buzz. You have to get people talking.Actually, That Part is EasyLet’s be more specific. You have to get people talking in ways that advance your change management strategy. Because make no mistake about it; people are going to talk. When you change the organization structure, when you introduce a new process, when you replace one system with another, you’re upsetting their routine. Yes, they are going to talk.The conversations people have are going to be dictated by how much you teach them. If you make a major process change to reduce costs, and you tell people you’re introducing this major process change to drive cost out of the business, the conversation will start from that point.If the new process means more work for the people, or requires them to do something they don’t particularly enjoy doing, they will go from your starting point to discussing what they don’t like about the new process.If they conclude that they have to do more work, and as a result of that extra work you’re going to save enough money to come in under budget and get a bigger bonus this year, what kind of conversation will that generate?Try It This WayTake that same process change, but this time make the effort to explain a few more points:
The change is to reduce costs
Our cost structure is 45% higher than our competitors
Competitors are beating us on price and we’re losing market share
We can save enough to be price competitive and invest in new technology
The long term results will be new products and growth
Without this change we face a drop in sales and ultimately lost jobs

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Now when people talk, they are going to have a different conversation. In every strategy for managing change, there’s a story to be told. It starts with what you as the leader tell your people, and whatever you leave out, they fill in the blanks.For some reason, human nature is such that people most often fill those blanks with assumptions that are closer to worst case than best.The more facts and reasoning you can provide, the better the chance that people will be having the conversations you need them to have. People are going to talk. You can turn that into an advantage for your change management strategy.

Strategies For Managing Change – Resistance

IntroductionAny strategy for managing change needs to anticipate resistance. Resistance is natural, and it can come from employees, partners and even clients. You’re taking people out of their comfort level and probably introducing risk into their professional lives.Here are some ways to think about resistance as you incorporate overcoming resistance into your change management strategies.Who is Resisting?If you are making changes that are impacting clients, the degree of resistance will be correlated to the client’s view of the level of risk vs. potential benefit to them. Client resistance to change is so important that we’ve devoted a separate paragraph to the subject below.What Type of Resistance?For your employees, partners and others, it’s important to understand whether their resistance is passive or active.

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Passive resistance involves worrying, grousing and otherwise complaining about the change management strategy. Some call it whining, and sometimes they’re right. You can’t ignore passive resistance, even though it need not be fixed immediately. Passive resistance is a distraction, and it can slow your entire organization’s rate of learning and adoption of your change management strategy.Active resistance involves organizing others, refusing to participate in a change program or activity, and even sabotage or other serious efforts to malign the strategy.Active resistance must be confronted quickly. Acknowledge individual (or group) right to their opinions and concerns. Then define acceptable and unacceptable behaviors, and hold people to them.Your goal here is not to win people over, or even to bully them over. It is only to correct the behavior. If you can do that, you’ve gotten your active resistance to the same level as your passive resistance, and you can go on with addressing both. If people or groups won’t discontinue unacceptable behavior, you must find a way to separate them from your change program, to the point where they have no role or influence.Addressing Acceptable ResistanceNow that you’re at the point where you don’t have a behavior problem, you still need to get people past their concerns.Allow time for grievances. Listen to them. Try to find something you can actually address, since many times people will feel better just knowing that something they said was acted upon.If you’ve really been listening, the group will know that and they will likely be appreciative and jump on board. A few may opt out, but since you already handled the really violent objections earlier, this should not be traumatic.Client Resistance

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Any time you introduce client impacting change, you’re going to see the guard go up. Their first question is the always popular WIIFM (What’s in it for me?) and if you have a great answer to that one you can probably win them over quickly.Even with an answer, and especially without one, you can expect to have to do a lot of hand holding. You may need to repeatedly address what is changing and why. You’ll need to show that you have contingency plans so that there will be no disruption if things go wrong.Be honest with your client. If a non-disruptive contingency plan is not possible, tell them how you’ll minimize their risks.Consider offering incentives to clients for supporting the change management strategy. If they are going to incur costs to monitor systems while you’re making changes, help them recover those costs. Show them that you have their interests at heart.