Change: A Disruption in expectations. You think it’s going to be sunny, and get caught in a rain shower. You plan on retiring from the employer you have been with for twenty years, and find out they are closing their US operations. You are contacted by a recruiter who is asking you to apply for a position that would be a significant promotion.
What you see as a minor change may be significant to me. What I see as a positive change may be a negative change to you.
Change is an inherent part of life. There is no immunity. Whether it is a personal change or work-related, there are an almost infinite number of adjustments that are made just to maintain the status quo. You spend a little more than you had planned on your children’s back-to-school wardrobe, and cut back for a week or two on the grocery bill. Sales are up for the third quarter, and you treat your sales department to an unexpected night on the town. The old service delivery model is not working as well as it used to, but there is another tweak that can be made to help it last a bit longer. Sometimes the changes are that minor, and sometimes they are transformational.
Some people will tell you they avoid change as much as possible. Others will tell you that they embrace change.
I am one of the latter, so let me tell you what that really means to me. I look forward to the challenges of change. I look forward to the lessons that I will learn, the growth that I will experience, in going through my own change or guiding another through change. i look forward to the opportunity of sharing my forty years of change experience with others so that they can learn what I know, and I can continue to learn and grow.
Let me tell you what else it means. I look forward to change selectively…Not coming at me from every direction, not thrust on me unexpectedly by others. I look forward to enough change to keep me challenged, but not so much change that it overwhelms me. I look forward to change when I am able to balance it with stability and equanimity at the same time.
There is no immunity.
There are, however, inoculations that will help reduce its impact.
First, no matter who initiated the change, don’t allow yourself to be victimized by it. You may not be able to call for the hand to be re-dealt. You can control how you respond to the hand that you get.
Next, learn the patterns of human response to change. Knowing how you and those around you will be responding as you travel through the life cycle of a change gives you back some sense of control. You can be prepared for the response. Perhaps you can even be doing something to accelerate it if doing so will help move the change forward more quickly. Or, you can take steps to mitigate it, if the next step in the pattern (left unaddressed) will disrupt the forward momentum of the change.
As an example of the former, knowing that “experimentation” follows “positive perception” when you are building commitment to a change, you might develop a means for your early adapters to begin to experiment with the new tablets before you roll them out across the organization. As an example of the latter, knowing that resistance is inevitable in the case of major change, and knowing that resistance is driven by either willingness or ability, you may focus early on communicating what will be done to help people develop the skills they will need to succeed with the change.
The third way that you can reduce the disruption of change is to strengthen your own resilience, the resilience of those around you, and–for organizational change–the resilience of those throughout the organization.
Resilience is the ability to re-calibrate to disruptions with minimal impact on your productivity or the quality of the work that you do. In essence, what this means is that the more resilient a person is, the more quickly they can be back to 100%, and the less what they are doing will suffer in the interim.
We will be covering more about resilience in future posts. In the meantime, know that: while each of us starts with a baseline of resilience, there are ways that it can be strengthened; when working with other people, it is possible to build on the resilience strengths that each of you brings; and it is possible to hire for resilience. This is always a good idea, since whatever skills the individual is bringing to the job will most likely become obsolete sooner rather than later; you want people who are able to re-calibrate to your changing needs.
If you want to find out more about resilience before I post on it again, feel free to contact me directly. Also, check out Dr. Linda Hoopes’ radio blog and her website.
What are you doing to help reduce the disruptive impact of change? Comment below. Share your experiences.