'We Must Always Remain Green & Growing.' 

Datamax Inc. President Barry Simon reminds us of this all the time as Datamax extends our reach in our marketplaces, and strengthens our roots within our industry.

Just as seasonal change is a healthy routine of the natural world, our collective success requires the ability to adapt and embrace change collectively. Consider the redwood tree. At a height of almost 400 feet tall, one assumes that its roots are deep, when they are in fact shallow. But they make up for it in width, sometimes extending up to 100 feet from the trunk. They thrive in thick groves, where the roots can intertwine and even fuse together. 

As the tree continues to tower in height, the roots - the foundation - become more and more interconnected.

“Change is life,” says Michael Kerr, an international business speaker, and author and president of Humor at Work. “Change is the new, constant reality of any workplace. And if it’s not, it ought to be, because the riskiest thing any businesses can do in the new, uncertain world order, is to not change.”

Joyce K. Reynolds, an expert business coach, was recently interviewed by Forbes magazine. She says it's perfectly normal and healthy to be a bit fearful, confused or unsettled by workplace changes at first.

“But the intelligent, mature and driven employee will manage their fear and look for avenues to adjust to change and thrive in the new environment,” Reynolds said.

Here are 7 tips for approaching change at work:

1. Acknowledge the change.

The first, most important thing to do in the presence of unsettling changes, is to acknowledge it, Reynolds says. “Recognizing and accepting change will be the first steps toward managing it.”

2. Acknowledge your fears.

“When you fear change, write down your fears on paper so you have them in an objective form and can stop dwelling on them,” says Stever Robbins, an executive coach and top 10 business podcaster. “Then go through each one and jot down what you would do in the event that fear came to pass. Knowing you have a backup plan can defuse the emotional angst.”

3. Communicate.

“Communication, communication, communication, followed up by more communication,” Kerr says. “Communication can’t be an afterthought, or passed off onto someone else or to a specific department, he says. “Periods of great change require an intentional, concerted effort by all leaders [and employees] to focus on great communication. Communication during a massive change, like nature, abhors a vacuum. And any gaps in communication get immediately filled by rumors.”

4. Be flexible.

Be flexible and available to take on any new task that might accompany the change, says Sara Menke, the founder and chief executive of Premier, a staffing firm in San Francisco. “Keep a positive outlook on the opportunity to take on new challenges and exceed expectations.”

5. Get involved in the change.

“If there’s a new health plan coming and you’re afraid it won’t be what you need, volunteer if there’s a committee to structure the new benefits,” Robbins says. “If there isn’t a committee, propose one.” If you’re helping to drive the change, you’ll understand the rationale and there will be nothing to fear.

6. Increase your value.

“Take the time to know how valuable you’re perceived as being within the organization, then make the effort to find ways to become more valuable,” Robbins says. Valuable employees typically get through changes unscathed, or even better than before.

7. Lock Arms.

 Just as the redwood tree roots become intertwined, embrace change together. Understand that the necessary change ahead only exists to strengthen us.