| Results
Through Change
You
can read this title in several ways,
putting emphasis on different words. Similarly to the myriad of
ways you can interpret a message, people sense different messages
in change, depending on their experience and their approach.
My
approach is of course to do with the behaviour of people, you,
your peers, those you report to and those who report to you.
“The
only person who likes change is a wet baby!”
a quote written some years ago by my friend, Catherine DeVrye,
expert on customer service. As with many corporate technologies,
napkin technology has changed. Babies now are less likely to directly
feel the consequences of being soiled. As a result, napkin change
is delayed although it is still necessary since other senses clearly
detect the reality as the weight becomes heavier!
So
what seems like progress in one sense may just be a cover up!
This may seem like an erky subject… but… it may be
a perfect metaphor since some of you may sense change as equally
on the nose!
The
problems of change in business are many and varied but none so
challenging as the variety of responses people have to it.
Consider
the following…
- How
on board are you with change?
- How
do you best respond to other people’s responses to change?
- What
are you most concerned about during the impending change?
- What
is your concern for the future after the change?
- What
strategies do you have to lead yourself and others?
During
change there may be a response similar to grief, perfectly natural
yet challenging to manage.
It is critical you acknowledge where you and others are in the
process in order to recognise how to move through the phases so
you can help others through and achieve a positive result.
Elisabeth
Kübler-Ross introduced the five phases of grief, and she
suggests they apply to a myriad of change events. Kübler-Ross
observed that people may not experience all phases but will experience
at least two.
The
stages as I apply them to corporate change are:
- Denial
– surely this can’t be happening, not to us, not
now!
- Anger
– how ridiculous, how futile!
- Bargaining
– I’ll stay if…
- Depression
– it’s all too hard!
- Acceptance
– well I guess this is really happening! How can I make
the best of it?
People
need to be first listened to
then encouraged and guided to a new perspective. One that allows
them to find opportunity based on their ultimate outcome and personal
motivators.
Some
will more easily feel optimistic and opportunistic about change.
However, this does not mean they escape the process, including
having to deal with those who are feeling the negative effects,
which can be equally frustrating and challenging.
Consider
the following for a new perspective…
Change
is so frequent in business today it takes some fancy footwork
to not change…
best use the energy to go with it.
Universal
law dictates there are always positive and negative aspects to
all things…
have reasonable expectations.
You
can only lead yourself and others through a challenging experience
once you feel emotionally resilient…
you can then evaluate effectively,
decide rationally and perform effortlessly.
In
order to lead another…
you must appreciate and understand
how they feel and where they stand.
It
is not possible to lead someone across a chasm…
until you have made the leap yourself.
Change
takes you to the precipice of the chasm where your leadership
is tested.
Once
you have a clear outcome,
a strong purpose
and the emotional resilience
to fuel your leap… you fly.
In doing so you create a flight path for others!
Until
next time, be emotionally resilient and enjoy life in business!
I
look forward to connecting with you on my Blog
and on Business!
Noelene
Dawes
News:
Maxi
motivation in moments on our website and on Twitter:
Two different selections available daily. Noelene's original statements
and questions to help you deal with the day every day.
MiniMotivators
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Noelene
Dawes
on Twitter
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