The Human Factor

An electronic periodical dedicated to the success of organizations

by enhancing their most valuable asset - their people.

I love change - as long as I'm not the one that has to do the changing!

This is a pretty common position when people consider change.  As much as some might like to avoid it, change is inevitable.  We must deal with changes in the workplace, changes in our organizations and changes in our lives.   The very progression of time creates change.

Change can happen for you; it can happen because of you; or, it can happen to you.  You decide!

That's right, you have a choice.  You always have a choice.  Everything we do in life is choice.  We may not be able to control everything that happens in this world but we can control how we react.  It's those reactions that determine how change affects us.

We may not always feel like we have a choice. Sometimes our reactions are so embedded in our nature that they seem unconscious and automatic. Still, they are our reactions and under our control.

If you think change happens to you, you are looking at it from a victim’s viewpoint. Change doesn’t run around looking for a way to get to you. Change happens. It is the nature of our existence. When the people, places and situations around us change, we are offered the wondrous opportunity to choose how those transformations will impact our lives.

This brings us to another possibility. Change happens for us. Perhaps the outcome will be better than you imagine. Perhaps the struggle will be less than expected. Perhaps, irrespective of the outcome or the struggle, the challenge is just what you need at this particular point in your personal growth.

Some may call it divine providence. Others may say it is all about how you embrace change – what you do with it. Still others may consider it all a matter of perspective. Not everything we wish for is good and not everything good in our lives is something we wished for.

Then, there is the final choice. Change happens because of us. This is the choice of leaders. These are the people that choose to be instruments of change. They choose to have an impact on their world or their workplace. These are people who can make positive changes in their own lives in order to be more productive and successful.

These people, because of their unique perspective and relationship with change are the ones who most need to understand the change process. They must use this understanding to help themselves and to help others who find change so difficult.

Preparing for change will minimize the first two common reactions – shock and denial. Preparation will help you get comfortable with the prospect of change. Work to keep your mind open to new ideas and opportunities. Try small changes on a regular basis just to “stay loose.” Avoid becoming too entrenched in the way things are. As Ellen Glasgow once said, “The only difference between a rut and a grave are the dimensions.”

Once change is imminent, the first stage of the change process begins; let go of the old. Many people underestimate the sense of loss that can occur even when letting go of something undesirable. You cannot move forward while hanging on to the past. A boat must be released from the ties to the dock before it can set sail.

Honest open discussion about the loss and the feelings associated with it can be very helpful. If the change is yours, be open with others. If you are helping others, apply active listening. Rituals, such as burning old procedures, can also be helpful in formalizing the separation from the old.

As you move from the old into the new experience, you enter a new stage of the change process. This is that awkward adjustment period. The length and difficulty of this stage varies depending on the significance of the change and the adaptability of the individual.

Support and encouragement are critical in this stage. Be easy on yourself but diligent in your efforts. When helping others it is often good the remember the value of baby steps. You might even find that the shortest distance to implementation may not be a straight line.

The final stage is a new sense of normalcy. The change is fully implemented and the new condition is embraced. While many would stop here, there is actually one more important step.

Celebrate success! Acknowledge to yourself and others the value of going through this change process and what you may have gained from the experience. This celebration reinforces a positive perception of change and actually helps prepare you (and others) for the next opportunity.

Change is an interesting requirement of life. You can drive it or it can drive you. The choice is yours!

For more information on managing change in your workplace or in your life contact us today!